4 Steps to Overcoming Adversity

 
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In my last blog, I shared that successful women often exhibit two major qualities: the ability to manage stress and overcome adversity. Now let’s investigate the latter.

Stress and adversity often go hand in hand, and both can be an opportunity for growth — as described in a study by Diehl (2014)*, where she looked at the experiences of women in higher education in relation to making meaning from adversity.

The reality — and downside — of adversity is that it has negative effects on self-esteem, power, and worldviews. However, if we can note when this happens, we can manage adversity to work with and through it — rather than negating it. Pain will always be there, but knowing how to handle adversity is something we can control.

Nip negative self-talk in the bud

It may seem easier to stay focused on all of the insurmountable issues that surround you, but if you choose to examine the problem more closely, you’ll often see that the mountain is actually a molehill.

Reframe the issue

There will always be different types of options, and the issue is taking a step back and thinking things through with the help of a new perspective. Rather than: “This is a disaster,” what about, “What is the learning in this space? What can I take from this moment to [fill in the blank]?”

Spread your wings

This is where reaching out to an existing network and/or forging new connections is so important. Join a group that may be working on the same topics; there are people who have started groups for just about anyone nowadays!

Keep it private

Time alone, or being selective about who needs to know, can be helpful. Often, we share too much too soon and amplify something in error. Sometimes it’s beneficial to be more selective about your target audience — who benefits from what you’re sharing, and what is the purpose of including this particular person?

With joy,

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*Diehl, A. B. (2014). Making meaning of barriers and adversity: Experiences of women leaders in higher education. Advancing Women in Leadership Journal, 34, 54-63.

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