Give Feedback
Write down one limiting belief about managing up or down—replace it with a neutral fact you can act on today.
Say aloud one strength that disproves a belief holding you back in middle management—repeat it confidently.
Choose a simple task you’ve avoided due to doubt—start it and set a ten-minute timer to stay focused.
Put a sticky note on your screen with a positive counter-belief. Read it before every meeting today.
Swap negative self-talk with a “What if I can?” statement—test it in a safe, low-risk situation.
Visualize yourself succeeding at something you doubt—notice how it changes your presence.
Journal about a recent decision where fear of senior scrutiny shaped you—how would confidence have changed it?
Write the origin story of your strongest limiting belief in the matrix—where did it start and how has it shaped choices?
Reflect on three leaders who stretched beyond comfort—what beliefs helped them break through fear?
Note one missed opportunity caused by a limiting belief—how would you handle it differently now?
Describe your internal critic during executive reviews—what voice does it use, and how rational is it on reflection?
List beliefs you hold about mid-management success—highlight those that sound like permanent limits.
Say yes to one initiative today that you’d normally reject for fear of executive pushback. Track what happens.
Share a bold idea in your leadership team—even if doubt says it’s not “polished enough.” Reflect afterward.
Offer to present findings you’d usually avoid—focus on showing up, not on flawlessness.
Set a micro-goal that challenges a limiting belief—complete it even if uncomfortable.
Ask for something you’ve been hesitant to request—resources, feedback, or visibility.
Rewrite your internal profile with one ambitious phrase that challenges limiting beliefs.
Ask a trusted peer what strengths you show in leadership that you often overlook yourself.
Share one limiting belief with a peer—ask if they’ve ever had it and how they overcame it.
Request feedback after a meeting where you spoke up despite doubt—compare it with how you felt.
Ask someone to share a time they doubted themselves but pushed through—what helped them?
Record three positive comments you received this week—note which ones surprised you most.
Create a feedback loop with a peer to challenge limiting stories you both carry.
Rewrite “I’m not strategic enough” into “How might I grow as a strategist in this role?”
Turn “I always fail at delegating” into “I’m still learning how to delegate well.”
Reframe a failed initiative as data—what did it teach you for the next project?
Translate “I’m not ready” into “I’m preparing”—list one action to move forward today.
When thinking “I can’t influence this,” ask “Who says?”—challenge that assumption.
Change “I never…” into “I haven’t yet…”—open space for progress and growth.
Track when your self-talk uses absolutes like “always” or “never”—what triggers them in your leadership role?
Observe leaders you admire—how do they self-talk after mistakes or risks?
Catch yourself mid-thought when hesitating—what belief sits beneath that pause?
Listen for limiting beliefs in team discussions—do you hear your own voice in them?
Note physical cues when doubting yourself—tension, breath, avoidance—what belief drives them?
Notice how fast you dismiss praise or opportunities—what belief might drive it?
