...and I think I might be the biggest one.
Ouch.
Not Me
Sometimes I feel like I've mastered the art of identifying what is wrong with everybody else in the world. Corporate leaders, politicians, colleagues, companies, acquaintances, and on and on...
What the heck? Since when was I appointed King of the World?
Um, never.
So what is driving that occasional burst of energy that builds up inside and plays out as a rapid fire stream of negative self-talk?
Do I truly see how others are struggling?
Sometimes.
Do I also misinterpret what is happening because my lens is fixed so tightly?
Sometimes.
Do I need to learn to pause, and understand "why" something is happening before I react?
All the time.
Definitely Me
Pushing ourselves to not only be more humble and patient is one thing. Challenging ourselves to literally be a better person is a far different story. How we move from 'today' to our improved 'tomorrow' feels like a long process.
But there are steps we can take to get there. Focusing on a positive outlook (which I try hard to do); starting a journal to help us understand the 'why'; and...
...putting ourselves second. When it's always about ME...I can't focus on anyone else.
How About You
How do you ensure that 'you' don't get in the way of the people and circumstances you deal with each day? What works? What doesn't? It matters, right?
I'd love to hear from you.
No Excuses.
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Leaders...um, I mean people... are negative, and cynical, and snarky...and apparently that seems to be an appropriate excuse for behavior that never seems to change.
Our leadership colleagues lament the never ending struggle to build the right corporate culture that has high levels of engagement, strong retention, and breakthrough performance from the team.
...and they will continue to lament...because that's what most ineffective leaders do.
Your Team Is Not the Problem
It's fascinating to watch and listen as leaders spend massive amounts of time and energy trying to "figure out" their employees.
Their excuses reign supreme:
- millennials
- old-timers
- ungrateful staff
- too new
- don't understand how things are done here
- not a good fit for "our culture"
As the leadership mob-mentality picks up steam, I typically either have to excuse myself to laugh in the hallway, or my eyes roll so far into the back of my head I black out for a moment.
The issues facing organizations today have little to do with figuring out employees. They have everything to do with leadership changing. Quick show of hands, how many leaders like changing their style to help their organizations compete and win?
None is the answer. Absolutely none.
Excuses for Everyone
The tricky part here is that many leaders talk about change, bang their fist on the table to show how committed they are (in the conference room, not in front of the staff), and generally make sure they have the current lingo down so they can appear as if they are in full control of what needs to be accomplished.
Well, I have to tell you...I don't believe a word of it.
When leaders bring a consistently positive approach to their work, employees notice.
When leaders bring a nonstop flow of energy to their work, employees notice.
When leaders power through difficulty and include the team, employees notice.
When leaders acknowledge that they are the root of the problem, employees notice.
How About You
What do your employees notice about you? Do they feel like some sort of science experiment that you are trying to figure out? Or, are you the rare blast of positive energy that they are longing to follow?
I'd love to hear from you.
No Excuses.
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The human resources community seems to be obsessed with employee engagement. I count myself among this group. I want the people who work for my organization to feel connected, to believe in the mission, and to demonstrate that commitment in their work. There are all sorts of tools to help me measure, assess, and dig deeper into the mysterious world of employee engagement as well.
As I step back and take a look at this whole process it sounds like I want an awful lot from the employees, doesn't it? Maybe you want all of this too. I think I may have put engagement first, when in reality engagement is only a result, nothing more.
Encouragement First
How many of us have appreciated an encouraging word or gesture over the years? Maybe it was when we were struggling with a project and a coworker or supervisor supported us through a frustrating time. Maybe it was when you were dealing with a difficult employee and a colleague helped you see the end point versus getting caught up in the moment. Or maybe it was when you were huffing and puffing trying to finish your first race and a random bystander shouted out your race number and told you to stay strong.
Whatever the source, encouragement is effective. No argument there.
Negativity Kills
The arch enemy of encouragement is negativity. This menacing attribute is toxic in just about every circumstance. Wherever it rears it's ugly head, negativity is a killer at work or home. The impact on morale, productivity, creativity and yes engagement, is simply not tolerable.
How About You
Today you'll decide if you're going to be an encourager, or if you're going to be the one that wallows in a world of negativity. Make the right choice, and you might just end up with a group of employees that are actually engaged.
I'd love to hear from you.
No Excuses.
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So what is driving that occasional burst of energy that builds up inside and plays out as a rapid fire stream of negative self-talk? 
