“What if a sense of 'wonder' about your life and the world around you already existed but somehow you had just managed to miss it amongst all the drama?” - Nic Askew
How many get so caught up in the superficial things in life, they don’t pay attention to what’s right there, right now?
I'd love to hear your answer to that question.
So often I hear "Today I will…." or "This week I will…."
Will you? Best laid intentions…
How many brainstorm about changes that have to be made to move an organization forward, arrange endless meetings and retreats and perhaps actually dialogue about what those changes should look like, only to park it all and live with the status quo or get so caught up in the drama, they don't see what's right in front of them? This isn't only about work; it's about life as well.
It happens more often than you think. What stops a leader from jumping in with both feet to make it happen? There’s a chemistry that happens in an organization and if your enthusiasm for the results that change might bring isn’t contagious, it won’t be sustainable. So how do you make sure it is? How does everyone have to ‘get it’ according to them so there’s buy in? If the leader hesitates, that in itself sends a message and the ripple effect could make the difference between engagement and having a fight on their hands.
We look at successful leaders as people who move organizations forward and take them on the road to continued success. Some organizations continue to fly and others might succeed for a short while but that success is not sustained. Why do you think that is? Are leaders measured by organizational success or by their style and staff engagement? Is it possible to separate the two? Or can a leader be successful for one organization but bomb in another? A group of us were in conversation about that just last week. Some say successful leaders are measured by who they are, not but the success of the organization they’re working in, yet how in the world can one be separated from the other? If you lead people to failure, yes, you might be great at leading but that gets into good leadership and bad leadership and everything in-between.
Leaders need more than necessary skills sets and a wealth of knowledge to lead an organization into the future. It’s a combination of chemistry, people connectedness and vision. Articulating that vision in such a way where the staff really gets it, owns it and wants to make it happen is the key, so when they say “This week I will _______” or “This year I want to make _____happen” they’ll have the power with people to make it so.
However just because they’re able to do with one group, doesn’t necessarily mean that leader will be embraced by the next. What does a leader have to do give him/her a fighting chance?
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