Impact
True philanthropy is the quiet revolution.
When your philanthropy is a performance, it’s not really giving.
The value isn’t in who sees it but in who benefits.
Let impact be your audience, not the masses.
Could you do it for the change, not the applause?
We all know people who can.
We all know people who can’t.
Which one are you?
“Impact speaks louder than applause.” — Mike Brewer
Doing Well: The Real Measure of Intent
Intentions are the seeds of actions.
They lay the groundwork for what we hope to achieve.
But good intentions alone aren’t enough.
We need to turn those intentions into meaningful actions.
Being able to do well is the real measure of our purpose.
When you turn your good intentions into tangible results, you create impact.
It’s not about the scale of your plans but the effectiveness of your actions.
Start small, act wisely, and make every effort count.
The journey from intention to action is paved with challenges.
Embrace them.
Every challenge is an opportunity to refine your approach and prove your commitment.
Good intentions without action are just dreams.
Dreams are powerful, but they need execution to become reality.
Your actions define your legacy.
People remember those who act, not those who merely dream.
So, take the first step today.
Turn your intentions into actions.
Every small action contributes to a larger impact.
Create a ripple effect of positive change.
Set clear goals, plan strategically, and act consistently.
Measure your progress and adjust your course as needed.
Celebrate your successes, learn from your failures, and keep moving forward.
Intentions inspire, but actions transform.
"Good intentions are the blueprint; doing well is the construction." – Mike Brewer Share on XTransform your world with deliberate actions.
Living for the Legacy
Photo by Philip Graves on Unsplash
Living for the legacy is about focusing on the bigger picture beyond our individual lives.
This a tall task in today’s brand YOU culture.
It means considering the impact that we can have on the world and making choices that will leave a positive mark on future generations.
It’s about recognizing that we are all part of a larger story and that our choices will shape that story for years to come.
One of the key elements of living for the legacy is having a sense of purpose.
When we have a clear sense of what we want to achieve, we are better equipped to make decisions to help get there.
This doesn’t necessarily mean we must have grand ambitions, such as becoming a world-renowned inventor or founding a non-profit organization.
Instead, it can be as simple as striving to be a kind and compassionate person who positively impacts those around us.
To live for the legacy, we also need to consider the impact of our actions on future generations.
This means making sustainable and environmentally conscious choices, such as being responsible about our carbon footprint, minimizing waste, and being reasonable when supporting eco-friendly practices.
Another aspect of living for the legacy is investing in the next generation. This means providing opportunities for young people to learn, grow, and develop their skills through mentorship, education, or volunteering.
By investing in the next generation, we can ensure they have the tools and resources they need to build a better future.
Finally, living for the legacy means recognizing that we are all connected and that our actions have ripple effects that can be felt far beyond our immediate sphere of influence.
By working together and supporting one another, we can build a stronger and more resilient world and leave a lasting legacy that will inspire future generations to do the same.
SBI Feedback Model
Photo by Jon Tyson on Unsplash
Have you ever experienced the anxiety-inducing feeling of butterflies in your stomach before a “moment of truth” conversation with a team member? This feeling is as common as an eight-year-old child dribbling and shooting a basketball with their non-dominant hand. In professional and personal settings, the Situation-Behavior-Impact (SBI) feedback model is widely used as a framework for giving feedback. This model is based on the principle that effective feedback should include a specific description of the situation, feedback on the person’s behavior in that situation, and an explanation of the impact of that behavior.
Reflecting on my experience terminating a team member, I recall intense fear, shaking, sweating, and anxiety. And it gives me the ability to give you a few tips to help you navigate a “moment of truth” conversation.
The SBI model involves the following steps:
First, describe the situation, which provides a clear and specific context for the feedback. Second, provide feedback on the person’s behavior in the situation. This feedback should be specific and focused on observable behaviors. Finally, explain the impact of the person’s behavior on the situation or other people involved. This feedback should be objective and focus on the consequences of the behavior.
Once you complete the first conversation round, go through the model again. This time, replace the bad behavior in step two with the expected behavior and the bad consequence in step three with the new expected consequence.
Following the SBI model, feedback can be delivered in a constructive and non-threatening way.
By focusing on observable behaviors and their impact, the feedback can be specific, actionable, and focused on improving performance or relationships.
