Category Archives: #ThursdayThought
Having big goals and dreams are great. Thinking big is the key to success and satisfaction when you embark on the journey.
Yet many people get paralyzed from the huge steps and sacrifices needed to achieve those goals. Much of that paralysis comes from fear, being overwhelmed, or thinking that the big success will come early on.
That’s where the frustration comes in – thinking big and then expecting the big steps to be the result of big strategies, big goals and big actions.
However when you dissect the most successful accomplishments, it all comes down to couple big thinking with smaller, incremental actions.
As they say, “Rome wasn’t built in a day”.
Much like to toddler whose new goal is to get the to top of the stairs on their own, they must still slowly and carefully take those small steps and crawls until they eventually – and through many trials and failures – reach their goal. It took each of us time and patience to get to the top of the stairs when we first started.
Ask any truly successful entrepreneur, whether a small or large company, and they will regale you in stories of building a dream, and organization, but by bit, over time, incrementally.
Don;t get exasperated when your big dreams don’t seem to get results. The best things take time. And in knwoing and grinding through the process of those small incremental steps, not only does your dream come together, so does the leader that resides inside of you.
Yes people are a difficult person to have in your organization for a variety of reason and challenges that they propose.
The tend to be pleasant and agreeable people, which seems to be in short supply in many organizations.
They can frustrate leaders by never giving their full and true opinion on critical matters.
They help stroke the ego of prideful leaders, and can tempt many leaders to adopt a prideful persona.
They generally provide little to no innovation because they just go with the flow.
They don’t always give honest feedback, and hold back from uncomfortable conversations.
The won’t hold a leader accountable as they’d rather just agree and move on.
They won’t buck the system and challenge status quo.
They tend to be solid on core company mission but generally weak in overall culture.
They are in prevent mode for their career and reputation.
Yes people provide a leader with a tremendous challenge in working to create within the individual a dissenting yet positive viewpoint without ramifications.
For many yes people, it will take a leader many conversations over time to reassure you value their opinion, even if it’s contrary to your own. These can tend to become weary, but with a willingness on the yes person’s part and persistent positive reassurance of the leader, progress can be made towards transforming the yes person to a valued person with their own voice.
Work with your “yes people” to create a type of employee that you see resides within themselves.
Very rarely, if ever, do we hear people taking full accountability and responsibility for their actions.
Politicians, business people and celebrities usually seem to have a public relations team ready to spin the narrative for any and all errors, no matter how minuscule or egregious
That, unfortunately, is in the micro. In the macro, we see people all around us – teachers, pastors, spouses, children, parents, friends, local figures – do the same thing. Including ourselves.
It’s refreshing when someone comes forward and states how wrong they were and what they are doing to amend their ways.
It’s always encouraging to see a fellow human being – fallible as we all are – state so and work towards being better.
No blameshifting, no gaslighting, no pride, no claiming ignorance or influence by their village or environment.
Taking ownership, sincere ownership, for your mistakes is liberating. It frees one from the constant covering up and the continual spin to divert attention elsewhere.
How can you take ownership, sincere ownership today? It may truly transform your life, your leadership and those around you.