Have you ever felt stuck or unsure about the true reason behind a goal or decision? Maybe you’ve set your sights on something — a career change, personal milestone, or even a big purchase — but the motivation behind it feels unclear. You’re not alone. And that’s where the simple yet powerful act of asking ‘Why?’ can be transformative. In today’s blog, I’m diving into the 7 Levels Deep Model, a method I’ve used for years in business and personal coaching. It’s an evolution of the 5 Whys Approach, originally created by Sakichi Toyota for problem-solving in business. The 7 Levels Deep Model takes it a step further, helping you uncover the core motivation behind your goals. Let’s explore how this method works, why it’s valuable, and how it can empower women to make conscious decisions that align with their values and aspirations. Why ‘Why?’ Matters Asking “Why?” is deceptively simple but incredibly powerful. When we take the time to peel back the layers of our thoughts and motivations, we uncover truths we may not have consciously recognised. This technique is especially useful for women, who often juggle multiple roles and responsibilities. By digging deeper into your motivations, you gain clarity, focus, and alignment, three things that make decision-making so much easier. The 7 Levels Deep Model doesn’t just help with personal growth; it’s also a valuable tool for leadership and business. Whether you’re solving a workplace problem or exploring a new opportunity, understanding the real reason behind your actions can lead to better outcomes. What Is the 7 Levels Deep Model? The 7 Levels Deep Model builds on the 5 Whys, a method developed by Sakichi Toyota to find the root cause of problems in business. While the 5 Whys focuses on problem-solving, the 7 Levels Deep Model shifts the lens to personal development. Here’s how it works: Start with a goal, desire, or problem you want to explore. Ask, “Why is this important to me?” Use the answer to form the basis of the next question. Repeat the process seven times. By the seventh Why, you’ll uncover the deeper emotional or value-driven motivation behind your initial goal. The process works because it moves beyond surface-level answers, helping you explore your beliefs, values, and emotions. 7 Levels Deep Model: Some Practical Examples 1. Investing in Property Initial Goal: I want to purchase an investment property. First Why: Why is this important? I want to generate additional income. Second Why: Why is additional income important? It will provide financial stability and security. Seventh Why: After digging deeper, the final answer might be: I want to instil strong values in my children, teaching them about hard work and responsibility, so they grow up to be well-adjusted, successful adults. What starts as a financial goal evolves into a deeply personal one tied to legacy and family values. 2. Becoming a Better Leader Initial Goal: I want to lead my team more effectively. First Why: Why is this important? It will help achieve departmental goals. Seventh Why: The final answer might be: I want to leave a meaningful legacy, shaping the organisation’s future and inspiring others. The journey moves from tactical objectives to a broader vision of leadership and impact. 3. Improving Communication Skills Initial Goal: I want to express my ideas more clearly. First Why: Why is this important? To avoid misunderstandings. Seventh Why: The final answer might be: I want to fulfil my potential, make a meaningful impact in my field, and feel a sense of accomplishment in my career. The deeper motivation reveals a desire for personal and professional fulfilment. How Women Can Benefit from the 7 Levels Deep Model As women, we often face unique challenges — balancing ambition with expectations, juggling roles, and making decisions that affect not just ourselves but those we care about. The 7 Levels Deep Model can help by: Providing Clarity: Understand your true motivations, making it easier to prioritise and stay focused. Building Confidence: When you know why you’re doing something, you can pursue it with conviction. Aligning Actions with Values: Ensure your goals and decisions align with what truly matters to you. Whether you’re looking to grow in your career, strengthen your relationships, or achieve personal milestones, this method offers a roadmap to greater self-awareness and intentionality which are keys in achieving conscious leadership. Using the Model in Business and Leadership The 7 Levels Deep Model isn’t just for personal growth, it’s also a powerful tool for business leaders. Here’s how you can use it: Problem-Solving: Get to the root cause of challenges within your team or organisation. Decision-Making: Ensure strategic decisions align with your company’s values and vision. Team Motivation: Help team members uncover their own “why”, fostering deeper engagement and purpose. By applying this method in the workplace, you create a culture of intentionality, alignment, and growth. Final Thoughts: Why Asking ‘Why?’ Changes Everything The 7 Levels Deep Model is more than just a coaching tool, it’s a way to connect with your deepest motivations and align your actions with your values. For women in leadership, asking why provides them an opportunity to make decisions that reflect their true self, build trust with your team, and leave a meaningful legacy. Are You Ready to Dig Deeper? If you’re ready to dig deeper into your ‘why’ and take your personal and professional growth to the next level, let’s work together. Follow me on LinkedIn for actionable insights on leadership and performance management. Subscribe to my YouTube channel for practical how-to videos. Connect with me on Facebook for daily inspiration and leadership advice. Take the first step today, because the most meaningful growth begins when you ask yourself, Why?
How 13 Cognitive Bias Undermine Your Leadership and Life and how to Overcome them
Common Errors in Judgment: 13 Cognitive Biases That Undermine Your Leadership, and How to Overcome Them Why Do We Get People So Wrong? Have you ever sized someone up in a matter of seconds—only to later realise you were completely off the mark? Maybe you assumed a new colleague was unreliable because they arrived late once, only to find out later they had a family emergency. Or perhaps you instantly clicked with someone, only to be blindsided when they let you down. We all make snap judgments—and we all get them wrong. Welcome to the Conscious Leadership Blog, where we don’t just talk about leadership in business; we talk about leading yourself first. Today, we’re diving into cognitive biases — those mental shortcuts that can distort reality, cloud judgment, and even sabotage success. The truth is, nothing sits in isolation, everything is connected. The way you judge others affects your decisions, relationships, career, and confidence. So, let’s explore why we make common errors in judgment, how they hold us back, and—most importantly—how to stop them. The Value: Why Should You Care? If you want to: Make better decisions in leadership, business, and life. Build stronger relationships without unconscious bias getting in the way. Improve your emotional intelligence and avoid costly mistakes. Lead with clarity and confidence, rather than knee-jerk reactions. …then this blog is for you. Cognitive biases don’t just affect managers, CEOs, or HR professionals. They affect every single one of us. They shape how we see the world, influence who we trust, and impact the opportunities we create—or miss out on. The good news? Awareness is power. Once you recognise your biases, you can actively challenge them and start making conscious, informed decisions rather than being led by mental shortcuts. Let’s dive in. Why Do We Judge People Incorrectly? Humans love shortcuts. Our brains are wired to save time and energy, so rather than processing every piece of information objectively, we fill in the gaps based on what we already “know.” Here’s the problem: what we think we know is often wrong. We see and hear what we want to see and hear—not necessarily what’s true. We judge people based on one small thing rather than the full picture. We assume others think like us, act like us, and hold the same values. It’s not your fault — it’s biology. But just because our brains are wired this way doesn’t mean we should accept it. Conscious leadership means questioning everything — including yourself. So, what are the most common cognitive biases tripping you up? 13 Common Cognitive Biases That Influence Judgment Halo & Horns Effect Ever assumed someone was amazing because of one good trait, or terrible because of one mistake? That’s the halo (good) and horns (bad) effect in action. Example: You think someone is competent just because they’re confident, or dismiss them because they’re shy. Confirmation Bias We actively seek out information that confirms what we already believe and ignore anything that contradicts it. Example: If you think someone is untrustworthy, you’ll notice every little “proof” of it, while ignoring signs that they are actually reliable. Surface Bias Judging a book by its cover — literally. Example: Assuming someone is intelligent because they dress well or that they are disorganised because their desk is messy. Leniency Bias Being too soft because it’s easier than giving constructive feedback. Example: Letting someone off the hook in a performance review because you do not want an uncomfortable conversation. In-Group Bias Favouring people who are similar to you. Example: Hiring someone because they remind you of yourself rather than because they are the best candidate. Central Tendency Bias Sitting on the fence and avoiding extreme judgments. Example: Giving everyone the same average rating in an appraisal to avoid making real decisions. Contrast Bias Judging someone in comparison to others rather than on their merit. Example: Thinking an employee is “brilliant” because they’re better than the worst performer, not because they are actually excelling. Affinity Bias Liking someone just because you have things in common. Example: Bonding over a shared hobby and unconsciously rating their skills higher. Recency Bias Over-focusing on recent events rather than the big picture. Example: A team member who’s had a great last month gets a promotion, even though their performance was weak before that. Spillover Bias Letting past experiences cloud your current judgment. Example: Assuming a formerly underperforming employee will always struggle, even when they’ve improved. Blind Spot Bias Failing to see your own flaws while spotting them in others. Example: Criticising a colleague for poor time management while constantly missing deadlines yourself. Negativity Bias Focusing on the bad and ignoring the good. Example: One mistake wipes out years of solid performance in your mind. Naivety Bias Believing everything you hear without questioning it. Example: Assuming gossip about a colleague is true without ever verifying it. How to Stop Letting Bias Control Your Decisions So, what can you do? The key to conscious leadership is awareness and action. Self-Reflect Daily Start noticing when and how you judge others. Ask yourself: Am I making assumptions? Do I have all the facts? Is this based on truth or bias? Challenge Your Thinking When you find yourself jumping to conclusions, pause. Look for evidence. What’s the bigger picture? Seek Different Perspectives Surround yourself with diverse thinkers—not just people who agree with you. Slow Down Your Decisions If it’s important, don’t decide in seconds. Reflect, analyse, and make a conscious choice. Get Comfortable With Being Wrong The best leaders are the ones who admit when they’re wrong—and adjust. Final Thought: Conscious Leadership Starts With You Bias is part of being human—but being led by bias is a choice. Do you want to keep making snap judgments? Or do you want to lead with clarity, confidence, and conscious awareness? You get to decide. I’d love to hear your thoughts! Have you noticed any of these biases in yourself or others? Let’s continue the conversation and connect with me on
Fractured Focus – The Ripple Effect
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Overcoming Fragmented Focus: Unlock the Key to Personal Success and Productivity
Fragmented Focus: The Silent Saboteur of Personal Success Learn how to conquer distractions, sharpen your focus, and achieve your goals with clarity and purpose. In an age of endless notifications, multitasking myths, and constant connectivity, focus has become one of the most precious and endangered resources. While the world celebrates the ability to “do it all,” the silent cost of fragmented focus is immense—and often overlooked. So, how does fragmented focus derail personal success, and how can you regain control? You Tube follow and subscribe
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