Why I'm Discontinuing 75Hard and the Leadership Lessons Learned

I recently attempted the viral 75Hard fitness challenge that has taken the internet by storm but am now discontinuing the rigid program. While it provided some benefits initially, ultimately the uncompromising rules proved unsustainable for me long-term. However, 75Hard served as an invaluable lesson in listening to my own body and mind, rejecting unrealistic all-or-nothing thinking, and maintaining self-compassion.

These learnings apply equally to leaders seeking to inspire their teams to excel without burning out. Sustainable success requires balancing disciplined drive with ample recovery, candor about limitations, and compassion for ourselves and others.

What is 75Hard? Understanding the Structure

For those unfamiliar with the concept, 75Hard challenges participants to follow five strict rules for 75 days straight:

• Follow a diet (unspecified by the program) and no alcohol

• Complete two 45-minute workouts a day - one of them must be outdoors

• Drink 1 gallon of water every day (with no additives or electrolytes)

• Take a progress photo every day

• Read 10 pages minimum of self-development / entrepreneurial nonfiction per day

There are absolutely no exceptions, rest days, cheat days, or modifications permitted for any reason. It is billed as the “ultimate test of mental toughness.”

Why I Took on the 75Hard Challenge

In mid-2023, I decided to attempt 75Hard to regain momentum on my health and fitness goals after losing progress during the pandemic. The structured rules appealed to the checklist part of my brain, and I hoped the challenge would provide needed motivation.

I modified some parts of the program to be more achievable based on my current level of fitness rather than arbitrarily stringent rules - but in doing so I had already “failed” the challenge.

The first week felt great – I enjoyed the sense of accomplishment from completing the daily tasks and regained the habit of regular exercise. But as I approached the 4th week of the program the unrelenting requirements became exhausting and clearly unsustainable.

Key Realizations That Led Me to Discontinue 75Hard

• Rest days are absolutely essential for exercise recovery, stress management, and preventing burnout. The constant grind of exercise without breaks took a major toll on my energy levels and mood.

• Imposing rigid blanket rules like no electrolytes or drink additives despite individual health considerations is unnecessary and counterproductive. It leads to following rules simply for their own sake.

• Feeling forced to exercise even when my body desperately craved a recovery break became demoralizing over time rather than motivating. It violated internal wisdom.

• The time required impacted several other important areas of life and relationships, I had less time to focus, work on projects, or even just spend time with my family. Being exhausted also made evening time less meaningful and I felt less present.

• Listening to your own body and mind's needs for balance and sustainability ultimately trumps adhering to arbitrary external rules and expectations. Discipline should align with purpose.

The daily 75Hard requirements proved too extreme to maintain long-term once the initial novelty and enthusiasm wore off. And strict adherence stopped making sense.

What I’m Doing Next

In my journey towards a healthier lifestyle, I have made the decision to transition away from the rigid structure of the 75Hard challenge.

Instead, I am embracing a more flexible approach that allows for balance, adaptability, and self-care. I am now following what I call the “All the Time Medium” approach, where I strive to maintain a healthy diet and make mindful food choices around 80% of the time. I no longer view these choices as “cheats,” but rather as special indulgences within a balanced lifestyle. For exercise, I have adjusted my routine to include a 15-30 minute walk every morning and regular gym visits or workouts 3-4 days a week. As for reading, I will continue to prioritize personal development and self-improvement by reading regularly, without the pressure of a specific page count each day. Hydration is important to me, so I will drink water according to my body’s needs and preferences, sometimes incorporating electrolyte powders or other flavorings for variety. Progress pictures will be taken at a frequency that feels right for me, likely once a week or whenever I remember.

This new approach reflects my belief in finding a healthy balance between discipline and flexibility, while remaining responsive to my own needs and circumstances. It is an individualized decision that prioritizes long-term sustainability and overall well-being.

Key Takeaways: What Leaders Can Learn About Sustainable Motivation

While programs like 75Hard have merits for building grit and resilience, the harsh requirements did not prove a fit for me personally in the long run. However, 75Hard served as an invaluable lesson in balancing disciplined drive with essential self-care and maintaining the flexibility to course correct.

Here are some key takeaways for leaders seeking to inspire their teams to excel without inadvertently extinguishing the spark through burnout:

• Set ambitious yet realistic goals and expectations aligned with the team's actual readiness and resources. Extreme, arbitrary targets often backfire, especially over time.

• Encourage open communication and listen closely to your people's needs. Rigid programs that ignore important warning signals engender resentment.

• Recognize that rest, recovery, reflection and celebrations are essential, not frivolous activities or signs of weakness. Performance requires rhythm.

• Remain open to feedback and course-correcting based on new data and insights. One-size-fits-all mandates rarely optimize for all.

• Allow that compromise is not failure if it ultimately allows greater consistency, sustainability, and humanization. Listen more than preach.

In leadership and in fitness, the path forward rarely follows a straight, rigid, uncompromising line. With ample self-compassion, adaptation to reality, and deep listening, progress becomes an expanding spiral rather than a source of existential angst. Discomfort is not inherently virtuous.

Sometimes we learn and grow the most from challenges we do not “succeed” at based on simplistic definitions. True sustainable success is aligning activities to your values and purpose, not achieving arbitrary external markers of toughness handed down from above.

Coaching to Develop Healthy Motivational Leadership

If you need guidance or support developing nuanced motivational leadership practices that bring out the best in your team, I offer executive coaching services tailored to your unique leadership style and organizational culture. Please reach out anytime if you would like to discuss how we could collaborate. Discipline and self-care can beautifully coexist.

Additional Thoughts

I wanted to include some additional thoughts about this program outside the scope of my main article:

Challenges like 75hard and addiction

Participating in extreme challenges like 75Hard can indeed pose potential risks, particularly for individuals with addictive tendencies. Research has shown that people with addictive personalities may be more susceptible to developing unhealthy relationships with rigid programs or behaviors. The allure of strict rules and the pursuit of external markers of toughness can become addictive in itself, leading to a cycle of constantly seeking validation and pushing beyond healthy limits.

Studies have explored the connection between addictive personality traits and the pursuit of intense challenges. For example, research published in the Journal of Addictive Behaviors suggests that individuals with addictive personalities may be drawn to activities that provide a sense of structure, control, and achievement. These challenges can temporarily fulfill the need for control and accomplishment, but they may also perpetuate a cycle of dependency and compulsive behavior.

Moreover, the rigid nature of these programs can exacerbate all-or-nothing thinking, which is a common characteristic of addictive personalities. This mindset often leads individuals to push themselves beyond their limits, disregarding their own physical and mental well-being. Over time, this can result in burnout, injury, or even exacerbation of underlying mental health issues.

It is important to approach extreme challenges with caution and self-awareness. While they may provide short-term motivation or a sense of accomplishment, it is crucial to prioritize balance, self-compassion, and sustainable practices. Understanding one’s own tendencies towards addictive behaviors and seeking support from professionals or a support network can be instrumental in maintaining a healthy relationship with challenges and avoiding potential pitfalls.

By acknowledging the potential risks associated with these types of challenges and promoting a holistic approach to well-being, we can create an environment that fosters healthy motivation, growth, and self-care.

Challenges like 75hard and self-esteem and self-efficacy

Participating in a challenge like 75Hard can have a significant impact on self-esteem and self-efficacy, especially when individuals experience repeated setbacks or perceive themselves as “failing” for minor deviations from the strict rules. While the program may initially provide a sense of accomplishment and boost self-esteem for those who successfully complete it, the constant pressure to adhere to the rigid requirements can be detrimental to one’s mental well-being.

When individuals set unrealistic expectations and constantly restart from day one due to perceived failures, it can lead to feelings of inadequacy and self-criticism. This can erode self-esteem and create a negative cycle of self-doubt. Moreover, the emphasis on external validation and adherence to rigid rules can undermine one’s sense of internal worth and personal autonomy.

Additionally, the extreme nature of these challenges can impact self-efficacy, which refers to an individual’s belief in their ability to succeed in specific tasks or situations. When individuals repeatedly struggle to meet the strict requirements or face setbacks, their confidence in their own capabilities may diminish. This can have a long-term impact on motivation and the belief in one’s ability to achieve goals, not only within the context of the challenge but also in other areas of life.

It is essential to recognize that setbacks and deviations from strict rules do not equate to failure or lack of discipline. Self-compassion and flexibility are crucial components of maintaining a healthy relationship with challenges. It is important to cultivate a mindset that focuses on progress, learning, and self-growth rather than rigid adherence to external markers of success. By prioritizing balance, self-acceptance, and realistic goal-setting, individuals can nurture their self-esteem and cultivate a positive sense of self-efficacy that extends beyond the boundaries of extreme challenges.

Evidence and science-based is better than fads and trends

It is important to note that the 75Hard challenge, as created by Andy Frisella, does not have a scientific or research basis. Frisella is not a psychologist, therapist, or fitness expert, which raises questions about the program’s validity and effectiveness. While the challenge may offer some value to individuals seeking structure or motivation, it is crucial to approach it with skepticism and consider its limitations.

The requirement of two 45-minute workouts per day can be time-consuming and may not be feasible or sustainable for everyone. It is essential to listen to one’s body and prioritize individual needs for rest and recovery.

Moreover, the restriction on additives in water, including electrolytes, lacks scientific evidence to support its necessity or benefits. Electrolytes play a crucial role in hydration and exercise performance, and blanket bans on their use may not be grounded in sound nutritional principles.

While the challenge claims to enhance mental toughness and fortitude, it primarily focuses on discipline through repetitive adherence to a rigid set of rules. However, mental toughness encompasses more than just discipline. Psychological components such as resilience, emotional intelligence, and self-awareness are important aspects of mental fortitude that are not directly addressed in the program.

It is important to approach programs like 75Hard critically and consider whether they align with individual goals, values, and overall well-being. Incorporating evidence-based practices such as journaling, therapy, or support groups may provide a more comprehensive approach to developing mental resilience and personal growth. Being discerning and seeking guidance from qualified professionals can help individuals make informed decisions about their fitness and mental well-being journeys.

Lessons Learned from the Worst Performance Review I've Ever Received

Performance reviews can make or break trust between managers and employees. Early in my career, I received a shockingly negative review that taught me invaluable lessons on ineffective management and review practices.

The Buildup of Frustration

This review occurred in early 2020, assessing my 2019 performance. I had already accepted a new job offer, after losing trust for months due to unfulfilled promotion promises and shrinking autonomy.

For years I had been an engaged agile coach, earning consistent praise from partners. I eagerly anticipated finally being officially promoted to Scrum Master, as my responsibilities had grown extensively. However, the promotion was continually delayed with vague, shifting expectations about my “readiness.”

Meanwhile, I was no longer allowed to facilitate valuable workshops and design that had clear impact. This raised concerns about the organization's commitment to agile principles.

Also, an arrogant, inexperienced new Business Analyst rejected my mentoring and complained about me behind my back all year. I later learned he had been undermining me to my new, also inexperienced, manager the entire time.

Stellar Historical Ratings

My past annual ratings had been:

• 2018: Exceeded Expectations

• 2017: Met Expectations

• 2016: Far Exceeded Expectations

• 2015: Far Exceeded Expectations

I had no major duty changes in 2019 to warrant a dramatic downward shift. I had a track record of effectively onboarding new hires.

The Devastating Negative Review

Yet my 2019 rating was a disappointing “Inconsistently Met Expectations” and performance improvement plan. This contradicted extensive positive feedback all year from my manager during 1-on-1s.

The vague review appeared disconnected from my actual contributions, blaming me for unclear issues I was never told about. It came across as a political move to justify denying me a deserved promotion.

Team members were shocked, saying I should find a new job based on this alone. I felt betrayed after sacrificing for the team.

Better Approaches to Performance Management

This experience demonstrated common review pitfalls managers should avoid:

• Don’t surprise employees - raise concerns early so people can improve.

• Ensure ratings clearly align with evidence of contributions.

• Consider context like shifting goals that affect performance.

• Discuss feedback directly rather than venting to other managers.

• Ratings should reflect ongoing conversations, not just annual judgments.

As a coach, I now champion transparent development discussions throughout the year, not delayed disappointment. Reviews should motivate, not alienate.

Key Lessons Learned

While this situation caused frustration, it shaped my leadership philosophy of proactive communication, compassion, and transparency. By learning from other’s missteps, we avoid repeating them ourselves.

Does your review process feel supportive of growth? I advise leaders on building trust and maximizing potential through positive management practices. Please reach out if you need any guidance - we rise together when processes focus on people, not bureaucracy.

Hard Lessons from the Worst Manager I’ve Ever Had

We’ve all had our share of ineffective managers. But early in my career, I experienced a truly toxic supervisor who taught me invaluable lessons through negative example. Deeply reflecting on why he failed helps underscore the key behaviors that distinguish great leaders.

I joined my first company right after college, brimming with enthusiasm and eager to add value through hard work. But my new manager, promoted from within after years as a thoroughly average individual contributor, cared little for actually developing people.

He demanded respect simply for obtaining a management title. But respect is earned through actions, not automatic with a promotion. Here are some of the critical flaws he demonstrated that progressive leaders must avoid:

Lacked Self-Awareness Despite Unimpressive Track Record

He acted self-important, entitled and arrogant, yet openly admitted flunking out of college previously due to excessive drinking issues. He felt his manager title alone meant we should defer to him as a leader.

In contrast, the best managers stay humble and self-aware even after promotion. They remember leadership is an ongoing journey, not a permanent achievement. Outstanding leaders don’t rely on prestige but instead prove themselves daily through service, competence and vision. You must continually re-earn your team’s respect.

This manager’s hubris revealed deep insecurity rather than warranted confidence. Great leaders know no matter how much they accomplish, they can always grow in self-awareness.

Micromanaged Despite Lacking Expertise and Skills

Because he had previously held our roles before being promoted, he claimed to know best how to do our jobs. But I personally heard him handle escalated calls from customers, where he came across as awkward, stumbling, overly apologetic and weak.

Outstanding leaders recognize they cannot possibly have all the answers. Instead of micromanaging, they strive to develop team capabilities and autonomy based on individuals’ unique strengths. People excel when playing to their strengths in areas you may not master yourself.

By refusing to acknowledge his own shortcomings, he limited the team’s potential. The best leaders acknowledge gaps in their knowledge and empower others to fill them.

Dismissed Employee Perspectives

When I tried to share candidly that aggressive sales tactics didn’t suit my natural abilities and talents, he completely disregarded my insights about myself. I consistently had some of the highest quality metrics on the team when it came to customer satisfaction and handling time. But I struggled with upselling and “leads.”

The best managers listen deeply, exhibit curiosity and appropriately leverage unique talents. They don’t force square pegs into round holes or make people work against their nature.

His refusal to tailor roles to strengths showed lack of interest in my success. Adaptive leaders realize they must see each person’s full potential in order to unlock it.

Prioritized Self-Interest Above the Team

He explicitly made my career development and growth within the company contingent on boosting certain metrics he wanted to win a personal all-expenses-paid leisure trip and reward. In his mind, as the manager he was owed that.

True servant leadership always puts the team first. You should strive to advance others, not leverage or coerce them purely for personal gain. Sacrificing employees' growth for your own reveals your values.

His self-centeredness damaged trust and morale. The most effective leaders nurture employees’ goals and potential as vigorously as they do their own.

Promoted Toxic "Customer is Always Right" Mentality

He refused to support team members when interacting with customers who were clearly abusive, condescending or unreasonable. However, during my interview process the job was explicitly described as a non-sales role, which I respected.

Great leaders have the courage and confidence to set boundaries and act ethically, not appease one side at the expense of employees. They understand the need to balance empathy and empowerment for multiple stakeholders.

The hypocrisy in expectations and unwillingness to address abusive treatment revealed lack of integrity. Trust stems from modeling consistency between words and actions.

The Worst Experiences Can Lead To The Biggest Realizations

While often painful, these searing trials by fire taught me invaluable lessons about how not to operate. I vowed to pursue self-awareness, nurture potential in others, and always lead with integrity.

In retrospect, the worst bosses provide our most transformational lessons. Their shortcomings shape us by starkly revealing what we must avoid becoming. Reflecting on those hard lessons guides our personal growth into the leaders we wish we had.

Have you taken time to distill key lessons, both positive and negative, from your most impactful managers? Past experience only elevates future performance when mindfully translated into insight. We must each commit to becoming the leader we needed when starting out.

Executive coaching provides objective guidance on developing emotional intelligence and leadership skills — especially valuable when lacking models in your current environment. Please don’t hesitate to reach out if you would like to discuss further. We all rise together through shared wisdom and support.