Author Archives: Paul LaRue
You have more worth then you realize, just consider the the following:
- The physical and biological odds to which you’re even alive at this moment
- How many people will risk their lives to save a stranger from an accident, fire or other tragedy
- Your skills and talents that no one else has that combination of
Just taking stock of what you are is only the beginning of knowing your worth. Now look at these examples of people who have set boundaries to rebuke those who would diminish their worth:
- A aging quarterback who knew they could still win at a high level seeking a new team who would remunerate them for their market worth
- The employee who left a company whose tolerance of workplace bullying and failed systems didn’t recognize their loyal hard work and went to a competitor
- An autistic child who designs a board game that also helps other autistic people find enjoyment and self-worth in a hobby they love
So many teams, companies, organizations and even large swaths of each industry can greatly tell certain people that they aren’t worth much. These messages are sent to those individuals or people groups because of the perceptions of their race, gender, disability, education, age, social status, personality and other petty excuses.
If an organization does not give you worth – the value, vision and voice that is your right – then you’ll need to claim it by setting boundaries, or leaving altogether for an organization that sees your worth.
And that starts from knowing the facts above. Don’t allow anyone else to steal any value from you. Keep in mind that positive correction may always occur and is always necessary for us to grow, but any bullying, humiliation or bias that interferes with your ability to be promoted, work in a safe environment, have opportunity to grow, or just be recognized as a human being needs to be carved out of your life.
Know your worth. How how live is based on the value you place on yourself. And you’ll be amazed how many people will also give you worth once you’ve found it.
Studying, preparing and planning are good qualities that any leader should always be practicing and improving on.
Unfortunately, that is were many people get stuck frozen in their leadership and personal lives.
As part of the overall plan of any goal or project, those preparation steps are essential. But by themselves, spinning one’s wheels in endless analyzing, refining and waiting for the right time or data to determine action will lead to lost opportunity.
This behavior is simply called “Analysis Paralysis”.
Here’s a simple example of AP in action – a person in line at the drive thru who looks at the large menu and can’t make up their mind what to order, at the consternation of the patrons behind them.
Based on this simplistic example, analysis paralysis can result in following negative consequences that could translate into similar ramifications in our professional or personal lives:
- It fosters anxiety in the person who can’t make a decision and those around them
- Logjams are created that hold up processes and progress
- Many times the data won’t change with continued analyzing
- Gaming the system might result after prolonged indecision
- Decisive competitors and potentially employees might pass you by
Understanding AP and it’s causes can help one overcome the stranglehold of this pattern of behavior. The reasons that someone might suffer from AP:
- Fear of making the wrong decision
- Too much information to process
- No sense of delegation to help in decision making
- Tough competition
- Waiting for just the right time to move forward
- Expecting circumstances or data to change
- Being overwhelmed in this and other projects
Recognizing analysis paralysis in yourself and its causes is the first step to start gaining momentum.
If you suffer from AP, start by asking others for help. Input from others can allay any fears, give perspective on the meta of circumstances around you, help analyze data from other viewpoints, and assure you that you are not alone in your decision making.
Spending extra time in planning and analysis is only one part of success. Nothing was ever accomplished merely by studying and reading. All progress has to be intiitated after the information is understood.
Determine the steps you need to move forward and ask others to help you overcome analysis paralysis. You’ll soon find a balanced approach to achieving more in your career and life.
The stories of leaders who are unteachable can be found everywhere. Here a just a few examples.
A C-level leader who won’t talk to anyone inside or outside his company if they don’t provide enough value for him based on their experience.
A couple who buy a proven franchise and close after two years, saying there was no corporate support. In actuality, they had never opened the franchise playbook and refused all other systematic resources.
A doctor who tells patients what they need without listening to them. Their reason? “I’m the one with the medical degree, not them.”
These are just the tip of the iceberg of unteachable leaders. These type of leaders are very prevalent but sometimes hard to spot. How can you identify these “unteachable leaders” – leaders around whom you should exercise a great deal of caution?
- They believe their title and/or letters after their name (MD, CPA, COO) are the be-all-end-all.
- They don’t learn or listen from those younger or less experienced than them.
- They are overconfident in their abilities and knowledge.
- They’re not about influence, only developing a power base.
- They treat only a small inner circle with value, and devalue everyone else.
- They can’t learn from someone younger than them.
- No one can give them any straight talk or feedback.
- They don’t study if at all. If they do, they just glance over and make their own minds up to the content.
- They are aloof.
- They don’t look at all sides of a situation.
- They have favorites, mostly those that stroke their ego.
- They prove their intellect and superiority at every turn.
- They typically cover for a feeling of some inferiority in their behavior.
Unteachable leaders seldom grow themselves and they hardly ever grow their people. The best way to deal with an unteachable leader if they can’t be confronted, is to leave and loosen their power base.
You can’t change an unteachable person, only the situation in which you find yourself. Seek people and leaders who are teachable and willing to change and help others grow as well.