The Art of Adaptability: Lessons from Kayaking in the Sea of Cortez

“Intelligence is the ability to adapt to change.” -- Stephen Hawking
 

Leadership is all about change. Some of us are good at it while others aren’t. But truth be told, it’s important no matter how risk adverse we are,  to be open minded and willing to be flexible.  Life and work are in a constant state of flex.  Sometimes stability is just a myth.  We can be focused and committed to a direction and then encounter circumstances, whether positive or negative, that make us change our strategy. 

I just finished an incredible and enlightening  six-day kayaking adventure with Baja Outdoor Activities (BOA) based out of La Paz, Mexico, circumnavigating Isla Espirtu Santo in the Sea of Cortez. Talk about being flexible…every day the guides modified our direction, the time of daily departure and our kayaking strategy to find the best route given the weather. It was all about adapting.

The knowledgeable guides, Antonio and Chino, who we trusted explicitly with their wisdom of the sea consistently read the wind, the tide, the forecast, the boat traffic, even the mood of the kayakers (their skill and fatigue), to identify both challenges and opportunities. 

Forget what the brochure said about where and when we would camp and what route we would take.  The guides, our leaders, were empowered to make changes based on external and internal variables, from weather to the interests and disposition of my fellow adventurers.   

It seems the best leaders also practice this as they constantly check the tenor of the environment—the morale of staff, partnerships, and customers. Good leaders constantly and consistently consider external forces or trends that may impact the organization, be they political, social, cultural or environmental. And then flex, shift direction, even re-invent oneself and the company.

I learned other lessons on my Kayaking tour of the island. Adaptation is also the tradition of the indigenous peoples of Baja, as we learned from our well-educated BOA guides who brought not only kayaking skills but university training in anthropology and marine biology. The native Pericú Indians of the area learned to survive in the arid desert of the islands of Isla Espiritu Santo by the ingenious use of natural resources – from the cactus to the marine animals and birds.  

The lessons of the Kayaking trip in the Sea of Cortez will stay with me as I promise to stay open minded and recommit to practicing the Art of Adaptability.

The Gardeners in Our Lives... Helping Us to Bloom

“People who uplift you are the best kind of people. You don’t simply keep them.   You have to treasure them.”  - Dodinsky

Like many of you, I work pretty hard. And when I get a compliment, I glow for a moment, and take pride in what I have done. It feels good. I always try to give credit to others who helped me with the specific task, project, or assignment. Yet, I often forget to stop and appreciate all those I’ve encountered on my journey, some no longer alive who helped nurture and encourage my skills and talents, enabling me to grow and develop. There have been parents, teachers, bosses (the good ones), friends, colleagues who helped instill values and principles that helped me along the way.  Individuals who have mentored, coached and taught me valuable life lessons, people lessons, leadership lessons. Those who were there for me when I made mistakes. I owe a lot to them.

These are the patient and kind gardeners who allow me to blossom and bloom, who deserve much of the credit and who I will always treasure. 

The Wind Can Make Us Resilient

Don’t Be Afraid of the Wind

“You should never view your challenges as a disadvantage. Instead, it's important for you to understand that your experience facing and overcoming adversity is actually one of your biggest advantages.”   -Michelle Obama

This past month I hiked the beautiful ‘Lands End Coastal Trail’ in San Francisco. It was cold. It was windy. There were a lot of steep steps. But yes, the vistas were spectacular. And what impressed me the most were the stunning wind-blown Cyprus trees, shaped and warped by the wind, holding fast to the shoreline with strength and determination.

Loving metaphors from Nature, I thought about each of us, often buffeted by adversity and challenged by forces that make us dig deep to survive and thrive. Like these trees, adversity can strengthen us – creating resiliency – that maybe we didn’t know we had. And I admire people who find a way to endure and even flourish given the hurdles and barriers thrown at them. I stand in awe and salute each of them who like the windblown trees create beauty, life and hope among harsh environments. You are my heroes.

THE SOUNDS OF SILENCE...

"Hello darkness, my old friend..."  – Simon & Garfunkel

Connecting Emotionally
Released in 1966, during the intensity of the Vietnam War, the lyrics of poet /songwriters Simon and Garfunkel spoke to the inability of people to communicate with others, especially on an emotional level --- preferring silence and the comfort of darkness. The words may ring true today, as people confused and troubled by polarizing rhetoric often found on social media, find it easier to withdraw and retreat into silence. 

It’s so tempting to stick our heads in the sand in an attempt to avoid conflict and disagreement with friends and family. Yet, it seems regardless of political position, it is important to reach out and create opportunities for dialogue to better understand one another. It is a time of understanding and education…to learn from others by walking in their shoes. 

Silence can be beautiful, meditative, and peaceful.  But silence is not an excuse for saying nothing about injustice – or not listening to the voices of those unlike us, who are hurting for this is what surely creates darkness.  

Here is their poignant song for those of you who remember. 

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Small Miracles Can Inspire Us...

“There are two ways to live: you can live as if nothing is a miracle; or you can live as if everything is a miracle.” -   Albert Einstein

I love the wonder of things…how the cluster of bushtits crowd the bird feeder so they all can eat, deterring all the other birds from eating. How the crocus knows spring is around the corner and blooms. How my business partner and I come up with the same idea at the same time. How you meet a person and randomly share what you are doing, and two weeks later you are presenting at their meeting. How an idea tickles the mind and low and behold becomes a popular new service or product.

Little miracles happen every day. It is more than serendipity, chance or coincidence. The rhythm and alignment of the workplace, of nature, of human relationships surprise and delight me. Small unexpected connections that look like mini miracles to me. 

Let's appreciate the little things that go right... that move us forward.  Every day, every moment. 

Spin a Dream...

“Those who do most, dream most.”  -S. Leacock
 

Dreamers, visionaries, and out-of-the-box thinkers. These words aren’t just for bigger than life leaders, inventers and innovators. These words can describe each one of us. We all have the potential to dream and create. As children we often used our imagination to create all sorts of make-believe games, even fantasy friends and worlds. And then somewhere along the line many of us stopped dreaming – losing that sense of wonder, excitement and enthusiasm for ‘doing things differently.’

Each day presents an opportunity to dream, to think fresh about ourselves, our careers, the products and services we offer to others. Let’s not stop those ideas. Keep them flowing and share with others. Who knows what is possible? Your dreams and ideas may be the path to a better world. 

Manage by Walking!

“A desk is a dangerous place from which to view the world.”  
- John Le Carré

Laptops, smart phones, instant information. It’s so easy to be knowledgeable with facts, data, worldwide connections, instant access. I, for one, am hooked. Ease of communications and access to so much information appeals to a curious person like myself. 
 
Yet, I’m reminded of the concept “management by walking around” popularized by business guru Tom Peters. It’s a big premise he underscored in his classic book “In Search of Excellence.”  It’s all about getting away from our desk, our electronics and listening, talking, walking among staff, to gauge the pulse, the tenor of the workplace. Observe and perceive the joy, laughter, tension, intensity of staff -- understand the true heart and soul of an organization by noticing the nuances and experiencing first hand with all five senses. It gives us a snapshot of the “state of the union” at work.
   
There are too many disconnects and misunderstandings from text chats and emails. Perhaps it is time to take a walk among your teammates, and with eyes and ears “view the world” differently. Maybe I’m an old fashioned “Boomer,” but I believe this practice is worth remembering … ‘MBWA - management by walking around.’

Oh, The Choices We Make!

“Let choice whisper in your ear and love murmur in your heart. Be ready. Here comes life.” -Maya Angelou

Many of us have a little recorder in our heads that badgers us about we should and shouldn’t do. It’s the sound of our parents, our friends, our colleagues telling us which direction to go, what decisions to make, what is best for our career. And sometimes that counsel isn’t helpful at all and may get in the way as so beautifully expressed by Robert Frost, “Two roads diverged in a wood, and I—I took the one less traveled by, and that has made all the difference.” 

This week I heard a wonderful speaker, Carolyn McKnight, PhD. at the We Can Do Better conference in Portland. She spoke of the importance of leaders creating their personal purpose statement as a framework for choices and she asked the audience, “What animates your life, and your career…what are you doing in the world?” She went on to state that becoming a great leader is synonymous with becoming who you are at your core and it very well may be a “path less traveled!”
 
I’m spending this week, pondering my personal leadership purpose statement which has probably changed over the years. But I do believe it will serve as a guide “as those choices whisper in my ear.”

4 Key Traits To Becoming an Authentic Leader

You would have had to be under a rock for the past five years to not have heard about the value of authenticity. I'm talking about authenticity as a brand and authenticity as a leader.

The reason for so much discussion is clear. Millennials, now the largest consumer group in the U.S., not only value authenticity but they demand it.

I need look no farther than at my own 20-something sons.

Homogeneity isn't a default setting for them. They choose to surround themselves with authentic people -- blue-collar, white collar, musicians, doctors, hair stylists and Peace Corps workers -- the only common bond seems to be that these young men and women live authentically.

In other words, they live life on their own terms.

Elite Daily, the premier online news platform for and by Millennials, reveals in a 2015 research study the following finding:

"43% of Millennials rank authenticity over content when consuming news. They first have to trust a company or news site before they even bother reading the content that they provide. Blogs are meant to be authentic and many of them are run by a single individual. Millennials connect best with people over logos."

Now if you're a leader steering a company, working to attract the best employees or marketing products to Millennials, this is a wake-up call for you. In fact, the longevity of your career and your brand may very much depend on it.

Yes, I know that being authentic might be easier said than done. After all, a lot of us are used to "playing a role" in our jobs and in our relationships. But as research shows you, that is really no longer acceptable.

So how do you work toward becoming that "true version of yourself" particularly if you're a leader?

Well, Bill George, former CEO of Medtronic and author of the book "Authentic Leadership," says 4 key traits are present in every authentic leader:

1. They are self-aware and genuine. Authentic leaders clearly know their strengths, their limitations, and their emotions. Most importantly, they show up the same way whether in the conference room or on the back patio. They do not fear looking weak by admitting their mistakes or weaknesses.

 2. They are mission-driven and focused on results. Authentic leaders work to carry out the mission and achieve the goals of their organization. They seek results for the good of the company, not for their own personal gain. 

3. They lead with their heart. Authentic leaders do not fear showing their emotions or their vulnerability when connecting stakeholders. When communicating with employees or customers, they do so in a direct manner but it’s always done with empathy.

4. They focus on the long-term. A key principle in Bill George’s model is that authentic leaders are focused on long-term shareholder value. Authentic leaders realize that to nurture individuals and to nurture a company requires hard work and patience, but the approach pays large dividends over time.

Now be honest. Doesn't the idea of being authentic sound a whole lot better than conforming to a predetermined role?

~hcollaborative.com~

Practice What You Preach

“Your beliefs become your thought. Your thoughts become your words. Your words become your actions. Your actions become your habits. Your habits become your values. Your values become your destiny.”
- Mahatma Gandhi

Values Matter
Be honest: are you truly authentic? I often wonder if I demonstrate and practice my values, or just state them as a pretty mission or cause statement when talking with customers, clients, vendors, or in a tidy proposals or grant applications. More than ever, spin doesn’t cut it and people will “sniff” us out. Our behaviors and activities NEED to be in alignment with what we believe.

For our values matter and we particularly need to use them when we hire. You see, expertise can be learned but inherent values are the foundational glue that can make a company successful. Every staff member from top to bottom needs to believe in the values of the organization so they become embedded in the DNA of the culture. This is what creates a trusted brand that reflects integrity and authenticity.

The bottom line for all of us is really quite simple: practice what we preach.  

What to Hold onto from the Past: Dried Flowers Reveal the Truth

My son sent me a lovely winter bouquet for my early December birthday.

And in late January it remains beautiful and reminds me of his love.

For over a month, I removed the dying and decayed flowers and gradually the bouquet grew smaller.  Yet, there were always a few left in the vase– still blessing me with wonder and beauty. It was a perfect formula of temperature, water or maybe even magic, but select flowers endured without a drop of water.

The roses and winter greens settled into a softer palette of dusty colors, now dried flowers that I will keep throughout the year.

Which gets me wondering about the workplace. Whether in our spirit of innovation when we proclaim ‘out with the old,’ we appreciate and value those “older flowers” that inspire us and still reflect beauty.   

Now, I’m a curious person and enjoy change - taking risks - seeking new ideas and processes. But, I need to remind myself that sometimes holding on to the best from the past, is also good. We don’t always have to start fresh. There are important things that need to be honored, respected and kept from the past. 

It’s a common theme of articles talking about “decluttering” house and workspace. Get rid of unnecessary stuff, but don’t throw out the “baby with the bath water,” those things that still reflect value. 

So, here are 3 tips for what to keep.  Those things that create a long-lasting “team bouquet.”

1.       Revered and time-honored work traditions that have emotional value to staff --- that create a sense of team.   Keep these.

2.       Those foundational programs and services that are the roots of the organization (not the branches or leaves).   Keep these.

3.       Employees who may not have all the technological skills but reflect the core values of the organization with high emotional intelligence. Keep these.

What else should we hang on to, as we reinvent our organizations?

Why Become a Benefit Corporation Now

Hope.

Hope for the environment.

Hope for social justice.

Hope for business.

And hope for the world.

You see, we believe we are at that proverbial crossroad where there is no more time. Either we stay on the road we’ve been on or we choose to travel the path less followed.

We’ve seen the writing on the wall. Global warming. Hate crimes accelerating. Corporate greed spiraling upward.

The good news is that a new generation of enlightened humans are saying 'enough is enough.' And they are making their beliefs and opinions about the environment and social justice known to businesses with the most potent tool of capitalism: their pocketbooks.

Here's what we write in the introduction of "Putting Soul Into Business: How the Benefit Corporation is Transforming American Business for Good"...

A 2015 research study by Nielsen reports nearly 66 percent of global online consumers across 60 countries said they are willing to pay more for products and services by companies that are committed to positive social and environmental impact. These are convincing numbers all by themselves. But when you consider that the report also stated that the willingness to pay more is consistent across all income brackets, you have data that simply can't be ignored.

In another 2015 report, this one conducted by Cone Communications which focused on Millennials in the U.S., research found that 70% are willing to pay more for products and services of companies with corporate social responsibility programs (CSR). 70%! The study also suggests that female Millennials appear to be the most loyal supporters of those companies with a willingness to:

• Buy a product with a social and/or environmental benefit, given the opportunity (90% versus  83% adult average)
• Tell their friends and family about a company's CSR efforts (86% versus the 72% adult average); and,
• Be more loyal to a company that supports a social or environmental issue (91% versus 87% adult average)

All of which brings us back to hope and why we believe there is plenty of room for it in today's world.

It should do the same for you if you see the revelation in such data. Because we believe the Benefit Corporation is going to be a strong catalyst for growth by the companies who adopt and practice such contemporary thinking today and in the months and years ahead.

It's been said that "hope shines brightest in the darkest moments." Care to join us in leaving the darkness behind?

If you'd like to see if your business is ready to become a benefit corporation, just take our free 12-question "sniff" test and find out right now.

Getting Along

In any workplace there are so many  personalities and it is sometimes challenging  to bridge the differences.  Inspired by watching dogs in a dog park, I am reminded that we can find a way to get along.  We can understand the unique talents and personas of each colleague and work together to form a team. 

Letting Go and Saying No

“What you say no to – defines you more than what you say yes to.”
-Adam Garone

Often at the beginning of the year, we proclaim our resolutions to do more of something, whether it be an activity to promote a healthy lifestyle or to foster growth in our careers and professions. Yet, sometimes the wisest thing to do is to stop doing something -- behaviors, attitudes, activities that aren’t productive for personal or professional growth.

In strategic planning we often do an exercise with leadership teams by asking, “What do you want to start doing in the coming year?” and an even harder question “What do you want to stop doing?”   Organizations often take such pride and ownership in what they do today. People become vested in the status quo, even when that direction or strategy may not be the best for the future. Thoughtful consideration of what to let go of and what to say “no” to is hard but may be the best way to focus, prioritize and achieve growth for the organization.

And while we are talking about letting go…let’s stop being negative. Never helpful.

Diversity is MORE than Affirmative Action... It's About Inclusivity - Where ALL Feel Welcome

Throughout the 20th century, businesses appeared homogenized. But as time passed, huge changes have occurred in our workforce and businesses. The people inside today's companies resemble nothing like those employees just a few short decades ago.  

The most obvious difference: You will find greater gender and ethnic diversity across most industries.

What might not be so obvious is that diversity is a major contributing factor for business growth and success. In a recent study conducted by McKinsey Group, the researchers found 10 positive economic correlations resulted when diversity is present in a company. These include:

§  Increased innovation,

§  Greater pool of capable talent,

§  More satisfied customers and yes,

§  An increase in profits.

 Corporations whose creed is aligned with the three P’s of “People, Planet, Profit”, need to actively embrace the concept of cultivating a diverse workplace, as people are the engine that fuels everything else.

According to aresearch study done by Deloitte, the two most important areas that correlate with the highest performing companies pinpoint  inclusion and diversity.  These companies are:

§     2.9 times more likely to identify and build leaders

§     1.8 times more likely to be change-ready

§     1.7 times more likely to be innovation leaders

Cedric Herring, a professor of sociology at the University of Maryland, states “A diverse workforce yields superior outcomes over homogeneity because progress and innovation depends less on lone thinkers with high intelligence than on diverse groups working together and capitalizing on their individuality.”

Corporations shouldn't think of diversity as Affirmative Action. This is not just about recruiting and hiring people who reflect the growing diversity of our country and then resting on one’s laurels proclaiming the company is diverse. 

The key is the concept of INCLUSIVITY – the practices and policies that make ALL employees feel welcome and respected.  (Just as our friends at New Seasons Market do as evidenced by the image above.)

We have heard many stories from friends who were initially excited about being given the opportunity to work for a more traditional company with little diversity.  But, these same folks quickly became disillusioned when realizing that they were the outsider, the “token” representative from a specific community, receiving little respect, support or connection with leadership or other employees. 

It doesn’t have to be that way.  If corporationss are sincere about their commitment to people, they strive  to make them feel welcome-- to truly demonstrate inclusivity. Here is a great resource to help you from Entrepreneur Magazine.  And here are a few tips we have learned:

1.       Look at where you get your sources of information. Try to ensure it is balanced to incorporate diverse viewpoints

2.       Actively seek out different viewpoints when you are in meetings or problem-solving. Solicit ideas and perceptions from ALL employees.

3.       Lead by example.  Utilize positive communications, both verbal and nonverbal, with diverse employees – to create a culture of trust.

4.       Support the launch of “affinity groups,” small, informal, self-started employee groups for people with common interests, background and issues.

5.       Proactively reach out to employees from diverse backgrounds with mentoring and career growth opportunities.

6.       Check in frequently with employees reflecting more diverse communities, asking how you can improve to better support them. Listen and follow-through whenever possible.

7.       Consider offering cultural competency workshops to employees.

Honor the Season, Not Just the Holiday

“Blessed is the season which engages the whole world in a conspiracy of love.” - Hamilton Wright Mabie

Open Our Minds to the Celebrations of Others
Candles, bells, evergreens…good food, gifts and gatherings. We all celebrate this season differently – be it Christmas, Hanukkah, Kwanzaa, the Winter Solstice, Festivus or New Year’s Eve. It is time of year for traditions and celebrations. Yet, is also a time to recognize that while focusing on our own unique religious and cultural holidays, we can also respect with kindness other holidays of the season in our journey to understanding and respecting others.

As a lifelong student of cultural anthropology, I’m enjoying reading Lily King’s Euphoria, a loose narrative of Margaret Mead’s time in New Guinea. It’s a great read and I am struck and humbled by the immense diversity of peoples around the world with cultural values and celebrations so different from my own. During this holiday season, let us remember that while we enjoy and take pride in our own traditional celebrations let us do so with a gentle touch of humility, open to learning about others, and embracing the true spirit of the season.

The Story of Ebenezer Scrooge: 10 Lessons for the Workplace

Tis the Season!

And a special time to remember the story of Ebenezer Scrooge, and the lessons of kindness and greed that ring even more true today. 

This past week I was enchanted by the production of A Christmas Carol,  The Musical at the local community Coaster Theater in Cannon Beach, Oregon. The play delights with laughter and tears, and we are reminded of the message of the true holiday spirit.

Yet, it is more than just about Christmas. Although Dickens in A Christmas Carol artfully used the context of this holiday to share his observations and lessons, the tale can be played out throughout the year, regardless of any particular holiday season. We all know the story, but it’s one that needs to be repeated.

It is about valuing the other as much as self and being generous to those who may not have as much as we do.

It is a story of joy…in celebrating compassion, empathy towards others.

It is the belief that in doing good we all receive.

These are the principles of Conscientious Leaders, of Servant Leaders that need to be practiced every day, not just during the holiday season. Here are 10 recommendations for the workplace inspired by A Christmas Carol.

1.       Listen with empathy to your staff.  Understand their backstory.

2.       Policies and procedures are important, but be open to circumstances that may require exceptions.

3.       Support and put your staff first, showcasing their expertise, not just your own.

4.       Share and celebrate staff successes with pride.

5.       Check your own negativity.  Adopt the glass is half full philosophy.

6.       Give the benefit of the doubt, assuming good intent.

7.       Share kudos and rewards you receive with all the staff.

8.       Encourage a spirit of hope as there is always opportunity for change.

9.       Get off the phone, computer, open your door and take the time to talk with your staff.

10.     Smile and spread good will to all!

Are You a Dreamcatcher? How to Support Staff

Are You a Dreamcatcher?

“If your actions inspire others to dream more, learn more, do more and become more,
you are a leader."
-- John Quincy Adams

Dream catchers are believed to have originated from the Ojibwa Chippewa tribe. The tradition is to hang a dream catcher above the bed, often of children, to trap bad dreams in its web, and allow the good dreams to pass through. In some ways leaders are dreamcatchers. Coaching, nurturing and furthering the dreams and visions of our staff to advance their learning, while providing support and a deterrent to the negativity in the workplace that may foster low morale and keep them from achievement. 

As a conscientious leader and a servant leader, our job is to not only inspire and encourage the professional goals and dreams of our team members, but to protect and serve as a buffer when challenges, conflict and barriers arise. This holiday season, be the dreamcatcher, the safety net of security and trust, showing your staff “we have their back,” so they can do and become more.  

Mistakes Make the Mighty!

“Only those who dare to fail greatly can ever achieve greatly.” 
- Robert Kennedy

As year-end approaches, I look back and reflect on what I accomplished. But my mind also replays the mistakes – what I should have done or said. I must remind myself that these missteps and even failures are the seeds for a continual path of learning and self- improvement. It’s the story of two steps forward and one step backwards. It’s progress, but this path requires risks that may sometimes lead to failures. But as the adage goes, nothing ventured, nothing gained.  

And speaking of mistakes, conscientious leaders in the workplace recognize our staff members sometimes screw up. But rather than punish them, it is generally best to allow them to reflect and gain experience –growing personally and professionally through their errors. Finally, as leaders, it is often hard to admit our own mistakes and failures. To quickly say, “I messed up,” “I made the wrong call,” or “I was wrong” is difficult. Yet, showing vulnerability to staff and colleagues, is a lesson in humility. By admitting and sharing failures, we can create a culture of trust – a cornerstone of every conscientious organization.

Lesson from 40,000 Feet: The Search for Happiness

Man, did I feel happy.

For starters, I experienced sunny, moderate temperatures six of the seven days of my Thanksgiving week in New England. I explored new places with my son and daughter-in-law in Cambridge and in Gloucester. And I ate delicious food prepared by my girlfriend’s family, not to mention a few favorite local restaurants (Nick's Roast Beef in Beverly, MA anyone?).

Even with all the turmoil that is going on in the world today, I found myself feeling joyous and grateful flying back to Portland in seat 24E as I reflected on my week.

But what was the reason I asked myself for this blissful condition outside of my time in the Bay State?

Then something curious took place about 25 minutes into the flight. Amy handed me the November 2017 issue National Geographic pointing to the cover. I saw the lead article graphically highlighted was “The Search for Happiness,” written by Dan Buettner, New York Times best-selling author of The Blue Zones.

How apropos for my inquiring mind.

In the article, Buettner writes about what epitomizes the world’s happiest places. Much of his research came from the Gallup World Poll, 2015 - 2016. It's an annual poll where the organization tries to figure out what it takes to be happy by posing dozens of questions to people in over 140 countries.

Gallup discovered 5 categories that contribute to well-being. These include:

• Social
• Purpose
• Physical
• Community
• Financial

When all was said and done, the author pointed to 3 countries hitting the high mark for well-being and happiness: Costa Rica, Denmark and Singapore.

All of which got to me to more thinking about my own life.

Because the fact is, I've never been happier even before the trip to the East Coast. And if I was to attribute it to anything, it would revolve around high states of satisfaction in those 5 categories.

Now the question is, how would you weigh yourself on the happiness scale?

1.       Do you have good social relationships?

2.       Would you say you have a well-defined purpose in your life?

3.       Is your physical health good?

4.       Are you engaged in your community?

5.       And do you have a path to a healthy financial well-being?

If you answered a strong ‘yes’ to these, my bet is you are one happy human. And if you couldn’t, well, you now know where you might do some searching.

Because even 2,400 years ago the Greek philosopher Aristotle said "happiness depends upon ourselves."

~hcollaborative.com~