Why Balance Is a Myth, Here’s How to Really Keep All Your Plates Spinning

Are you still trying to spin all the plates you have in the air? How many have you dropped? If you think having balance in your life is the key, you’ll never get it all done and you’ll continue to be stressed.

But, there is a better way!

Let me show you why trying to achieve balance is the exact opposite of high performance and what you can do instead, so you can crush your to-do list and play at a higher level.

Click audio below and listen now.


My kids.

They don’t always get me.

In fact, they cringe at some of the pictures I post of them and me on social media.

Every-once in a while I get a text out of nowhere that says, “Mom PLEASE REMOVE THAT LAST POST!” And it’s usually in ALL CAPS as if they are screaming or trying to emphasize with urgency that I will ruin their lives and mine if it stays up.

They have a set of social share standards…

  • They think I should be more careful to crop my pictures “just right” so they are ascetically pleasing.
  • They think I should use filters on my pictures so my skin tone looks more appealing.
  • They think every picture needs to pass their approval so I don’t look bad nor make them look bad.

Guess what?

I don’t give a rip.

That’s why I purposely post pictures that are…real. Unedited. Not showing my best side, frequently featuring bad hair days….And yep, a few without makeup.

I don’t have time to be concerned with looking perfect or getting the perfect shot. But there’s more to it than that.

What’s this got to do with leadership and personal development? Well, hang on. I’ll show you.

Get the picture…

Successful leaders are often put on pedestals by people. To stay real and grounded, leaders need to get off that pedestal and stay with the people.

They do that by being honest and authentic.

Maybe that’s why Mark Batterson, an author and the lead pastor of National Community Church in Washington, D.C., identifies authenticity as the new authority in leadership.

If you are a leader, your goal is to lift up your people, not have them lift you up.

If you allow others to put you on a pedestal or if you minimize your faults and accentuate your successes, you create what I call the Success Gap.

Success Gap
That’s the perceived distance between successful people and those who are less successful. Inauthentic people enjoy that gap, protect their image, try to stay above the crowd, and, if anything, make the gap look even larger.

In contrast, authentic leaders work hard to close that gap. How?

They are open about their failures and shortcomings. They use self depreciating humor and laugh at themselves. When they are asked to speak, they prefer simple introductions, and they walk among the people and connect with them before and after their time onstage. They do everything they can to be themselves without pretense.

So how about you? Do you close the success gap, or try to close it?

  • Are you ok with people seeing the real you?
  • Are you ok with people knowing your not “all that”
  • Are you ok just being normal and imperfect in front of people?

If so, you’re not only in good company…you’re closing the success gap so your followers can catch up with you. And when they know that they can get to where you are because you’ve shown what you’ve achieved is not so out of reach…and they can do it too…you help them become more authentic leaders who change lives. They start believing they can be great leaders too.

So my encouragement to you… don’t be afraid to look…Umm…not so hot. It’s cool. If it’s you.

I think I may start a new hash tag or campaign:
“Ugly selfies. It’s what authentic leaders do.”

What do you think? If you’re game, post a selfie this week with this hashtag:
#UglySelfies=AuthenticLeaders – And be sure to tag me in it!

Connect with me:

Twitter: Linda Travelute

Let’s be the real deal. Bold. Brave. Authentic leaders.

Closing the Success Gap,
Dr. Linda Travelute

Yikes! Are you teaching the wrong things to the wrong people for the wrong purpose?

You have people on your team who have much potential, right?

But are you teaching them the right things so they are equipped to scale the leadership mountain?

If you are, they can be doing more for your company, business, or organization.

Sweet. Cause that also means… Cha-ching!!!

As you may know, I spend a lot of my time with leaders, c-suite executives, and middle leadership. I also train team members considered to be high “potentials” so they can evolve into rock-star leaders that move the company or business to new heights.

Last week I spent time on the phone coaching a couple of executives. They needed help equipping and developing their team members. But they were beating their heads against the wall.

This task of equipping can be extremely difficult — these exec’s don’t have a minute of free time to spare or even an ounce of brain power to create a program that would train their potential leaders and team members. You too?

If you find yourself in the same spot – trying to create something that will increase the skill capacity of your team and leaders, these questions below will help you so you’re not teaching the wrong things to the wrong people for the wrong purpose.

First off, know this – equipping is similar to training. But “equipping” more accurately describes the process you’ll want to take your potential leaders through.

Training is usually focused on specific job tasks; for instance, you train a person to use a copy machine or to answer a phone in a particular way. Training is only a part of the equipping process that prepares a person for leadership.

Let’s Go Climb a Mountain

When I think of equipping a potential leader, I think of preparing an unskilled person to scale a tall mountain peak. His and her preparation is a process.

  • They need to be fitted with equipment (like cold-weather clothing, ropes, picks, and spikes.)
  • They also need to be trained how to use that equipment.

A mountain climber’s preparation, though, involves much more than simply having the correct equipment and knowing how to use it, they must be:

  • Conditioned physically to prepare him and her for the difficult climb.
  • He and she must be trained to be a part of a team.

Most importantly: He and she must be taught to THINK like a mountain climber….a.k.a…leader.

They need to be able to look at a peak and see how it is to be conquered. Without going through the complete equipping process, they not only won’t make it to the top of the mountain, but they also might find themselves stranded on the rise of the mountain, freezing to death.

Don’t let your people freeze to death!

How do you stop that from happening? Consider this…

The ideal equipper is a person who can:

  • Impart the vision of the work.
  • Evaluate the potential leader.
  • Give him the tools he needs.
  • Help him along the way starting at the beginning of the journey and see him through to the top.


So, as I begin this process with analysis of organizations and businesses I work with, I ask 3 sets of questions. I’ll share one set with you here.

Use these questions yourself to analyze your business, company, or team:

  1. What is the statement of purpose for your organization? – Don’t even consider performing equipping or training that does not contribute to the fulfillment of the organization’s purpose. That would be death to the climber.
  2. What is the primary need of your organization? – Define that need as specifically as possible and start there.
  3. Is there a training program in place to meet that need? – If there isn’t one, you know where to start. If there is, then determine if it needs to be improved.
  4. What areas within your organization have the greatest growth potential? – When you equip you need to play to your strengths, and bring someone else in who can equip in the area of your weaknesses.
  5. Do those potential growth areas have the needed leaders to accomplish the task? – Without leaders ready to make things happen, the area of growth potential will never move from “potential” to reality.

If the leaders don’t already exist, they will have to be equipped and developed.

Geez!!! How are you going to make that happen? You need a plan. Take some time to think it through. I know you may not have the time to create something. And you probably don’t have the mental energy because of all that’s on your plate. That’s where bringing in a leadership and development specialist can help.

And guess what? I’d be glad to help you and your team of leaders and high potentials climb that mountain so you can all do more, make more, and be remembered for more. Besides, you already know me and have received value from my weekly posts, right? Hopefully, you trust me too, yes?

All you need to do is click here and put “equip” in the subject line. And if it helps, you can forward this post to your leader or CEO. They can click on this link which explains how I can help your team members scale that peak.

Of course, if you’re good to go it on your own, ask those questions above, write down your answers, and take the time to think through how you can put an equipping process in place for your team.

Go get your climbers ready,
Dr. Linda Travelute

Are you a leader with the WOW factor? When someone thinks of you or talks about your leadership do they have good things to say? Do you wow them as you lead? Do so, and you’ll have more impact.

Watch this quick video live from our John Maxwell Leadership Certification Conference and you’ll learn the simple ingredient that will triple your influence.

You’ll also learn:

  • The cussword we have on the John Maxwell Team (John makes us promise to never use it or do it…)
  • The must have ingredient if you want to continue to triple your reach as a leader
  • The most important thing you can do to make people feel more valued than ever before.

Want more tips and videos delivered right to your inbox weekly? Click here!

Want Leadership & Personal Growth Tips Sent to Your Inbox?

Get it here, FREE

Are You Creating the Right Climate So Your Team Can Do More, Be More? Sports records provide tangible evidence of the positive changes that can occur when the right climate has been established.

One Olympic athlete, Parry O’Brien, won a gold medal at the 1952 Olympics by throwing a 16 pound shot 57 feet. In 1953 he set a new world record by throwing the shot 59 feet, 3/4 inch.

Experts at the time said O’Brien, the best in the world, might beat his record by a few inches if he practiced, but they were certain that no one would ever be able to break the 60 foot barrier.

Luckily, O’Brien didn’t think like an expert! As an athlete he was determined to continue improving himself. He began experimenting with different styles and invented a new technique for his event, which would become the universal style of putting the shot until the mid1970s.

In 1956 O’Brien won at the Olympics again—not by a few inches, but by a few feet. He also broke the unbreakable barrier by tossing the shot 60 feet, 11 inches.

O’Brien set his final record in 1959 when he threw the shot 63 feet, 4 inches. From that time on, every competitive shot-putter has tossed the shot beyond that length. Today, the record is over 75 feet.

The same is true of the four minute mile. No one, the experts said, would ever be able to run the mile in less than four minutes. Then, in 1954, a young medical student named Roger Bannister did the impossible by breaking that barrier.

Today, every world-class runner can run the mile in less than four minutes.


Because one man decided to keep improving.

One man decided to pay the price of personal growth.

He was willing to lead. As a result, he created a climate for those achievers who followed him.

Are you the type of leader who is willing to pay the price and create a climate in which your people can follow you and emerge as the leaders of tomorrow?

Let’s find out.

The environment in which you work will influence you and those you lead. Answer the following questions to help determine your organization’s dedication to developing leaders and providing a climate that promotes organizational and personal growth.


1. Has the organization made a specific commitment to grow and develop people? (Seldom, Sometimes, or Usually)

2. Is the organization willing to spend money to develop employees’ growth? (Seldom, Sometimes, or Usually)

3. Is the organization willing to make changes to keep itself and its people growing? (Seldom, Sometimes, or Usually)

4. Does the organization support leaders willing to make the difficult decisions necessary for people’s personal growth and the growth of the organization? (Seldom, Sometimes, or Usually)

5. Does the organization place an emphasis on production rather than position or title? (Seldom, Sometimes, or Usually)

6. Does the organization provide growth opportunities for its people? (Seldom, Sometimes, or Usually)

7. Do organizational leaders have vision and share it with their people? (Seldom, Sometimes, or Usually)

8.Does the organization think big? (Seldom, Sometimes, or Usually)

9. Does the organization promote from within? (Seldom, Sometimes, or Usually)

10. Are there other leaders in the organization willing to pay the price of personal sacrifice to ensure their growth and the growth of others? (Seldom, Sometimes, or Usually)

If the majority of the answers to these questions is Seldom or Sometimes, a change is in order.
If the organization is controlled by you, begin changing now.

If you head a department in the organization, then you are in a position to make
positive changes. Do as many things as your organization will allow to create a positive climate for potential leaders.

If you are in a position only to make changes for yourself, try to find someone in the organization who will develop you—or change your job.

Great leaders share themselves and what they have learned with the learners who will become tomorrow’s leaders. A person can impress potential leaders from a distance, but only from up close can he impact them. Great leaders share themselves and what they have learned.

“If you really want to grow your business, you have to grow your people.” –John Maxwell

So, what are you doing to create a climate for potential leaders?

Training and coaching you and your team will help you create a climate for potential leaders so they can be more and do more. Click here for more information now.

What can you do to help during a tragedy, after a shooting, or act of terror? As our nation feels the pain again of senseless shootings and precious lives lost – it’s easy to feel like there’s nothing you can do. Oh, but I challenge you to think again! Let me show you how you can make a difference and we can use this crisis as an opportunity to bring help and hope.


“The first and last task of a leader is to keep hope alive–the hope that we can finally find our way through to a better world–despite the day’s action, despite our own intertness and shallowness and wavering resolve.” -John W. Gardner, former secretary of health, education, and welfare.

Hope is the foundation of change. If we continue to hold hope high, and we help others do the same, there is always a chance to move forward and succeed.

In times of tragedy and crisis, know this:

1. Crisis holds the opportunity to be reborn.
2. Difficult times can discipline us to become stronger.
3. Conflict can actually renew our chances of building better relationships.

It’s not always easy to remember these things. As leaders, our job is to remind people of the possibilities and to help them succeed.

Get out there and spread hope. Take the lead. Be the change and make our world a better place. This crisis can and will be an opportunity for us to be reborn. But only if we take it.

Will you?

-Dr. Linda Travelute
Leadership & Personal Growth Doctor
Of The John Maxwell Team

#Hope #Dallas #Minnesota #Chicago #Shootings #Terrorism #Change #Leadership #Motivation #Success #Police #DrLindaTravelute #LeadershipAndPersonalGrowthDoctor #JohnMaxwellTeam

Edward Roy had a problem. Let me tell you his story so you can figure out what works when crap hits the fan, then find a solution to your problem. This will help you focus your attention on what you must do, what you ought to do, and what you really need to do to solve your problem…without losing your mind.

Warning: Don’t read this wile you’re eating… You’re welcome.

Edward Roy had problems with poop. He ran a lowly business —Jiff Johns of Pompano Beach, Florida. He had 500 portable toilets for rent. Band concerts, construction sites, church picnics, outdoor gatherings of any size could rent his pottys. But that wasn’t Ed’s problem.

When he started his business in 1982, lots of people in Florida needed a place to be alone when they were caught out in the open. Rentals were up. That was good and bad.

Now he had to figure out what to do with all the sewage…that was the problem.

Many an entrepreneur would have thrown his fists up in the air in exasperation and spent half his profit to have somebody haul off his product’s product. Not Ed. There had to be a better way.

In his search for a solution, he found a solar-heating process that turned sewage in to fertilizer. Then came a masterstroke of marketing. Instead of trying to sell technology directly to local Florida communities, his company expanded and began to operate three $3 million fertilizer plants itself.

With this new arrangement, the company would treat sewage for a fee and convert it into fertilizer, which was, in turn, sold for big hunk of profit. Roy literally turned his problem into a profit.

Gross eh? Not if you consider how Edward Roy turned the stench of his poop problem into a mountain of sweet smelling cash!

Life is difficult. Problems will plague you. But what if you refuse to let all that stuff get the best of you and churn your problem into your advantage like Roy did?

Here are 2 Questions will help you focus your attention on what you must do, what you ought to do, and what you really need to do to solve your problem:

1. Stop Thinking, “Can I?” and Start Thinking, “How Can I?”

At first glance, the questions Can I? and How can I? may appear to be very similar. But the reality is that they are worlds apart in terms of results.

Can I? is a question filled with hesitation and doubt. It’s a question that imposes limitations. If that is the question you regularly ask yourself, you’re undermining your efforts before you even begin. Stop!

How many people could have accomplished much in life but failed to try because they doubted and answered no to the question “Can I?”

When you ask yourself “How can I?” you give yourself a fighting chance to achieve something. The most common reason people don’t overcome the odds is that they don’t challenge themselves enough. They don’t test their limits. They don’t push their capacity enough. How can I? assumes there is a way. You just need to find it.

2. Stop Thinking One Door and Start Thinking many Doors

When it comes to growth, you don’t want to stake your future on one “door.” It may not open! It’s much better to consider many possibilities and look for multiple answers to all of your questions. Think in terms of options.

I made the mistake of thinking I would always speak and train people exclusively in the faith-based community. After serving as a pastor for over 23 years, I wanted to speak at churches and ministry conferences for the rest of my life. But my thinking was all wrong. My thinking was too small. Way too small.

When I stopped thinking one door and started thinking many doors, I found that there were many many more options available for me to add value to others by speaking and teaching all over the globe. By expanding my focus, I now not only speak at faith events and church venues, but too, I spend a lot of my time speaking, training, and coaching people in the business community focusing on leadership and personal growth. And I’m loving it!

As I have learned to think many doors and explore options, here is what I have learned that will help you too:

– There is more than one way to do something successfully.
– The odds of arriving anywhere increase with creativity and adaptability.
– Movement with intentionality creates possibilities.
– Failures and setbacks can be great tools for learning.
– Success is a result of continued action filled with continual adjustments.

The greatest challenge you will ever face is that of expanding your mind. But here’s the good news: If you can change your thinking, you can change your life. And yep, you can turn your poop problem into profits.

Oliver Wendell Holmes remarked, “Man’s mind, once stretched by a new idea, never regains its original dimensions.” If you want to churn your problems into solutions, ask yourself some different questions.

Take Action:
Name a problem you have______________________________.
Ask: How can I?
Then ask: What are my options?
If you need a butt-kicking presentation or training for your business, non-profit, or church, click here to learn about booking me as a speaker for your event, workshop, or retreat. I’d love to join you and your crew!