If you interrupt the struggle of a butterfly emerging from its cocoon, it will be crippled for life.
How do you know when to offer help and when to let someone to struggle (and possibly fail) in order to grow and learn?
Thursday Thoughts: Help is not always helpful.
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In addition to my regular leadership blog, I offer “Thursday Thoughts” – simple truths to remind you of what you know and provide an opportunity for reflection and deeper understanding.
People don’t resist change.
Change is a normal and natural part of living. The only time you stop changing is when you’re dead.
What people resist is having change imposed on them.
Here are three guidelines to invite people to participate in the change process, and to minimize resistance to change.
1. Involve people throughout the organization in planning and implementing the change.
The best way to avoid resistance to change is to involve people in planning and implementing the change.
They will have a better understand what the change is about, why it is important and will be more committed to it. When people are asked for help, they are more invested in the outcome.
When a leadership team plans . . . → Read More: 3 Guidelines to Avoid Resistance to Change
The most powerful gift you can give another is your undivided attention.
When the best techniques don’t work, simply close your mouth and pay attention. The best way to listen is with your mouth shut.
This poem, written almost 50 years ago, is as relevant today as it was when it was written.
When I ask you to listen to me and you start giving me advice, you have not done what I asked.
When I ask you to listen to me and you begin to tell me why I shouldn’t feel that way, you are trampling on my feelings.
When I ask you to listen to me and you feel you have to . . . → Read More: The Best Way to Listen
You can’t “do” culture change to your organization. Culture arises from the beliefs and underlying assumptions held by the people in the organization. Trying to change culture by decree or through training programs won’t affect people’s beliefs.
One way to change the culture is to fire a lot of people. That really shakes things up and gets change going – especially if you replace them with new people who come in with a different attitude about the company and the work.
If that doesn’t appeal to you, the only way to quickly and effectively change the culture is to involve the people you want to change in designing and implementing the change effort.
They will better understand why the change is needed and will be . . . → Read More: 3 Approaches to Culture Change: What Works
Do you ever hear a little voice in the back of your head saying things like: look before you leap … or … two wrongs don’t make a right … or … if it ain’t broke, don’t fix it?
We all have tapes running in the background that guide our actions. If you pay attention, you might notice you’re often listening to sayings you learned as a child.
Many of these sayings contradict each other, lying at opposite ends of a pole. The pole you listen to depends on the family and cultural values you learned and the temperament you were born with.
Haste makes waste. <–> He who hesitates is lost.
You can’t teach an old . . . → Read More: Manage Your Polarities or They Will Manage You
Are you starting to lose focus on your goals? If so, you’re not alone. This is the time of year a lot of people lose their focus.
The problem is that annual goal-setting doesn’t work. You can’t plan an entire year and know in advance all the goals you will need to achieve. It’s likely that many of your goals are no longer motivating and many no longer make sense.
If goal-setting hasn’t been working for you, here’s how to set the right goals that will get you where you want to go:
1. Always keep your vision in mind while choosing goals.
The point of setting goals is to support you in moving toward your vision. Without a clear vision, your goals might not . . . → Read More: How to Set the Right Goals and Make Them Work for You