Hope is an active, learned conviction in one’s ability to influence outcomes, sharing personal experiences and insights.
Hope is essential in leadership and impacts team performance. Hope is not just a personality trait, but a skill that can be developed through practice. There is scientific basis to hope. Neuroplasticity can be harnessed through various practices to cultivate resilience and courage in the face of adversity.
Cultivating Hope
Albert Bandura said that hope is an active, learned conviction in one’s ability to influence outcomes rather than passive wishing. Hopeful people don’t give up when faced with obstacles, but instead seek alternative routes.
Stirring Up Hope Through Leadership
Having hope, setting goals, and maintaining self-belief lead to success. Hope is an active verb, not a passive feeling. You can develop hope through learned habits and multiply it with leadership.
Hope as a Strategic Tool
Hope is a tool for leaders and individuals facing complexity. It’s not optimism or positive thinking, but the belief in one’s ability to shape a future and the creativity to find pathways to achieve goals. When hope is lost, people stop taking purposeful action and become less adaptable. You can learn to recognize and nurture hope as a fundamental force for navigating uncertainty.
Join us at 10 a.m. Eastern on sandcastleradio.org to explore how to stir up hope in your own life.
Listen to Human Being with Dr. Susan every Saturday at 10 am ET on Sandcastle Radio, America’s Hottest Online Variety and Music Station. Follow Susan at / @susanhendrich
Explore the Human Being with Dr. Susan podcast: 13 episodes
When you feel stuck, it’s rarely because you lack options. It’s because your nervous system is running the show.
That’s where the mental Pause Button comes in.
Think of the mental pause Button as a built-in pattern interrupter—a way to stop the stress loop, create space, and choose a better response. Not later. In the moment.
The Pause Button isn’t about calming down for calm’s sake. It’s about regaining agency.
When you hit an internal wall and don’t know what to do next, the Button helps you shift energy, interrupt autopilot, and move forward differently.
The Pause Button Method (3 Simple Steps)
Step 1: Install the Button
Close your eyes for 10 seconds and imagine installing a physical pause button in your mind.
Make it yours:
Big or small
Blue, gold, red, sparkly
Subtle or bold
The design doesn’t matter. The function does.
This button exists for one reason: to interrupt a stuck pattern.
Step 2: Assign It a Job
Your Button’s job is to stop emotional autopilot—fear, frustration, irritation, reactivity.
When you press it:
Emotions don’t disappear
They simply stop driving
You create a gap—and in that gap lives choice, perspective, and agility.
This is the moment you remember:
I’m not stuck. I can pivot.
Step 3: Pair It with New Language
Agility isn’t activated by force. It’s activated by reframing.
Every time you press your Button, say this—out loud or silently:
“If this moment isn’t working, I’m allowed to change it.”
That one sentence gives you permission to pivot:
Mentally
Emotionally
Strategically
Now you’re back in the driver’s seat.
What Happens After You Pause
Once the stuck pattern is interrupted, ask better questions:
What else could be true?
What’s the next right move, not the perfect one?
Where is the opportunity inside this friction?
What version of me do I want leading right now?
If this were a chapter in my story, how do I want it to end?
You’re not rewriting the past. You’re rewriting your response.
And that’s where leaders grow.
Stuckness wants you to believe there’s only one ending. Agility reminds you: you’re the author, not the character.
So the next time you feel stuck— Press the Button. Pause the pattern. Choose differently.
Agility and the Unlit Candle: A Personal Story from My Mom
Here’s a personal story about agility—a story from my mom. It’s a story that lives at the center of my family history—my personal history. Years ago, she wrote it down and titled it “The Unlit Candle.” It’s a story about disruption, resilience, and the unexpected moments when life forces you to pivot into a different version of yourself.
1970: A New Start in Delaware The year was 1970. My parents were brand new to Delaware—young, hopeful, starting out with a baby girl and a handful of dreams. My mom had left her job at the University of Illinois to care for me. My dad had just started his first role as a chemist at DuPont. That’s why they moved to Wilmington. Money was tight. Life was simple, but it was good. My mom planned my first birthday with absolute joy. She baked a beautiful cake, decorated it with balloons and baby toys, and placed one large candle in the center—unlit, waiting for the moment. Family came in by train. They rented chairs for the living room. It felt like the beginning of something.
The Fire But the morning of the celebration, just before lunch, my dad said, “Hold up. I smell smoke.” He opened the apartment door, and a wall of thick black smoke poured in. In seconds, my mom grabbed me. Everyone ran out barefoot into the sunlit parking lot, watching as the fire department fought flames pouring out of the lower level. That beautiful cake never got sliced. That candle never got lit. Later that day, once the fire was out, they were allowed back in to salvage what they could. Much was destroyed—clothes, keepsakes, their few newlywed belongings. Even the wire hangers were covered in soot and had to be scrubbed by hand. My parents had no renters’ insurance, no safety net—just each other and a baby with a birthday that never happened.
Aftermath and Unexpected Generosity My parents relocated us to a motel. My grandmother and my aunt went back home. My mother called her family, embarrassed and overwhelmed. My Aunt Judy got on a plane immediately, traveling from Illinois to help. A local professor’s parents opened their ornate home to my parents and the baby—people they’d never met, because generosity has a way of finding people who need it. Eventually, my parents moved into a small bungalow and then into the home they still live in today. One disruption after another, and yet somehow they kept finding the next right move.
The Lesson My Mom Never Wrote That’s the part my mom never wrote explicitly—but what the story teaches: agility is born in moments you never asked for. The moments where the plan burns down, literally or figuratively, and you’re left standing in the parking lot with nothing but a baby on your hip and a cake you never got to eat.
The Meaning of the Unlit Candle The unlit candle became more than a story. It became a truth—a celebration that didn’t happen, plans that got erased, a version of life that didn’t survive the smoke. But also this truth: some candles don’t need to be lit to change your life. That day taught my mother—and eventually me—that agility isn’t a personal trait. It’s a response pattern. A willingness to regroup when you’re exhausted, to pivot when you’re heartbroken, to rebuild when you’ve already rebuilt more times than feels fair. It’s the ability to say, “Okay, this isn’t the story we planned, but it’s the story we’re in, and we’ll write the next chapter from here.”
Glimpses of a New Beginning The unlit candle reminds me that every disruption contains a glimpse of a new beginning—even if you don’t see it at first, even if it’s wrapped in smoke, even if it costs you more than you thought you could bear. My mom survived that season. My parents built a life from those ashes. They restored what they could. They released what they couldn’t. And they kept moving forward.
What Agility Really Looks Like That is agility. Not glamorous. Not poetic. Not Instagram-worthy. Just steady, human, persistent movement through uncertainty. And sometimes the most powerful symbol isn’t the candle you light—it’s the candle you never got to. I’m proud of my parents. And I think part of my agility comes from that moment when we lost everything in the fire.
___________________________
Wishing you glimpses of new beginnings, even when your candle remains unlit.
Susan Hendrich, with special thanks to my amazing Mom, Virginia Hertzenberg
Gemba Kaizen: Unleashing the Power of Continuous Improvement
Let’s explore an extraordinary concept that can revolutionize your approach to leadership by focusing continuous improvement—-but not the “big, sweeping changes” kind of leadership. It’s time to unlock the secrets of Gemba Kaizen, a philosophy that empowers leaders to create positive change right where it matters the most – the gemba, the frontline of their organizations.
What is Gemba Kaizen?
Gemba Kaizen is a Japanese term that translates to “continuous improvement at the actual workplace.” It emphasizes the importance of going to the source, observing processes, and collaborating with employees to drive incremental, sustainable improvements. Gemba Kaizen is not just a methodology; it’s a way of thinking and a catalyst for transformative leadership.
Tip 1: Embrace the Gemba:
To harness the power of Gemba Kaizen, leaders must immerse themselves in the gemba. This means stepping out of their “offices” and into the frontline of their organizations. By personally experiencing the realities of the workplace, leaders gain invaluable insights into the challenges faced by their teams and can actively participate in problem-solving. You may have heard this called, “Management By Walking Around,” or MBWA. There’s an added bonus to this kind of leadership. By being present—literally—with your teams, you see firsthand what they face. And they learn to associate your presence with simply being there, rather than, “Oh no, the boss is here, must be something wrong.”
Tip 2: Empower Your Team:
Gemba Kaizen recognizes that the most valuable improvement ideas come from those closest to the work. To foster a culture of continuous improvement, leaders must empower their teams to voice their ideas, concerns, and suggestions freely. Encourage open communication channels and create a safe space for employees to contribute their expertise and creativity. Make it clear that tiny, incremental changes are welcomed and valued. It is these individual stones, after all, that help to construct—and repair—the great castles.
Tip 3: Foster Collaboration:
Leadership is not a solitary endeavor. Gemba Kaizen thrives on collaboration and cross-functional cooperation. Break down silos, encourage departments to work together, and facilitate dialogue between teams. By fostering collaboration, leaders can leverage diverse perspectives and tap into collective wisdom, leading to innovative solutions and improved outcomes. Send ambassadors in from one team to another, encouraging outside-the-usual thinking.
Tip 4: Practice Active Listening:
To be an effective Gemba Kaizen leader, one must be an active listener. Take the time to engage in meaningful conversations with employees at all levels. Listen attentively to their ideas, concerns, and feedback without judgment. By truly hearing what your team has to say, you will uncover invaluable insights that can fuel positive change.
Tip 5: Lead by Example:
Leadership is not about giving orders from the top; it’s about setting the example. Embody the principles of Gemba Kaizen by actively participating in improvement initiatives, supporting problem-solving efforts, and demonstrating a commitment to continuous learning. By leading from the front, you inspire your team to embrace a culture of continuous improvement.
Tip 6: Encourage Experimentation:
Gemba Kaizen thrives on experimentation. Encourage your team to think outside the box, take calculated risks, and test new ideas. Emphasize that failure is an opportunity for learning and growth rather than a setback. By creating a safe environment for experimentation, you foster innovation and unlock the full potential of your team.
Now it’s time to try Gemba Kaizen:
Gemba Kaizen is a transformative approach to leadership that empowers you to make a tangible impact on your organization’s frontline. By embracing the gemba, empowering your team, fostering collaboration, practicing active listening, leading by example, and encouraging experimentation, you can unlock a world of continuous improvement and unleash the true potential of your organization.
Remember, true leadership is not about grand gestures; it’s about the small, incremental improvements made every day. Embrace Gemba Kaizen, and together, let’s create a culture of continuous improvement that propels us toward a brighter, more prosperous future.
Imposter Syndrome is the persistent inability to believe that your success is deserved or has been legitimately achieved as a result of your own efforts or skills. It’s a feeling of being a fraud, and it’s more common than you think.
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Feeling Like a Fraud
Despite your accomplishments, you have a nagging fear that you’ll be “found out” as a fake.
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Attributing Success to Luck
You dismiss your achievements as luck, timing, or other external factors, not your own ability.
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Minimizing Achievements
You downplay your successes, believing anyone could have done what you did.
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Perfectionism Pressure
You believe you must be perfect, and any small mistake proves your incompetence.
The Imposter’s Mindset: A Skewed Perspective
Imposter syndrome often involves a distorted “locus of control”—how we explain the cause of events. We have one rule for others, and a different, harsher rule for ourselves.
When OTHERS Succeed
We attribute it to their internal qualities:
“They’re naturally talented.”
“They are so intelligent and capable.”
“Their hard work really paid off.”
When *I* Succeed
I attribute it to external factors:
“I just got lucky this time.”
“They must have lowered the standards.”
“Someone helped me, I couldn’t do it alone.”
Recognizing this pattern is the first step toward changing it and owning your success.
You’re in Good Company
Feeling like an imposter doesn’t mean you are one. Countless icons of science, art, and leadership have felt the exact same way.
“The exaggerated esteem in which my lifework is held makes me very ill at ease. I feel compelled to think of myself as an involuntary swindler.”
– Albert Einstein
“I have written eleven books, but each time I think, ‘Uh oh, they’re going to find out now. I’ve run a game on everybody, and they’re going to find me out.'”
– Maya Angelou
“No matter what we’ve done, there comes a point where you think, ‘How did I get here? When are they going to discover that I am, in fact, a fraud…?'”
– Tom Hanks
“It’s almost like the better I do, the more my feeling of inadequacy actually increases… ‘Any moment, someone’s going to find out I’m a total fraud.'”
– Emma Watson
“I still have a little impostor syndrome… It doesn’t go away, that feeling that you shouldn’t take me that seriously. What do I know?”
– Michelle Obama
“I am always looking over my shoulder wondering if I measure up.”
– Sonia Sotomayor
Interactive Toolkit: Rewire Your Thinking
Actively challenging the imposter voice is key. Use these simple exercises to start building a more accurate, self-compassionate inner narrative.
Activity: “Who, Me?” “Yeah, Me!”
Challenge the voice of doubt with facts. Think of a recent success and reframe it.
My Recent Achievement:
My “Yeah, Me!” Response:
Activity: My Strengths, My Truths
Remind yourself of your inherent, undeniable qualities.
My Truth #1:
My Truth #2:
My Truth #3:
Your Toolkit for Brilliance
Integrate these concepts and strategies into your daily life to build lasting confidence and keep imposter syndrome at bay.
Talk About It
Sharing your feelings with trusted friends or mentors can lift a huge weight and show you you’re not alone.
Focus on Facts
Keep an “Accomplishment Journal.” When doubt creeps in, review the concrete evidence of your competence.
Embrace “Good Enough”
Striving for perfection is a trap. Aim for progress, not flawlessness. Mistakes are for learning, not for shame.
Artist vs. Critic
Separate the creative “Artist” from the judgmental “Critic” in your mind. Let the Artist work freely before the Critic gets a say.
Power Poses
Before a challenge, stand tall for 2 minutes. Adopt a confident posture to influence your mindset. Your body can lead your mind.
Own Your Vulnerability
As Brené Brown says, true courage is showing up and being seen when you can’t control the outcome. It’s strength, not weakness.
How Common Is It?
While exact numbers vary, studies suggest a vast majority of people—up to 82% in some research—experience these feelings at some point. It shows that feeling like an imposter is a shared human experience, not a personal defect.
Susan E. Hendrich 