Progress is stressful, but much less so when it is your desire / your plan rather than someone else’s

Leaders are entrepreneurial in that they create growth through ambition, research, collaboration, validation and go to market strategy.  They go to their leaders with “Here is the plan and I would like your feedback”, rather than their leader coming to them with “What is the plan?” or building out the plan for them to follow, mandating that there be a plan, etc.   You ask any leader out there if they would rather impose pressure on others to grow or have their team approach them with growth plans for collaboration and feedback, and I am confident that the vast majority will choose the latter, and that those that do the latter will rise at a much faster rate.

It is very easy to spot the plans that are built with thought leadership/passion vs. the plans that are put together as part of a requirement imposed by others.   It is not about the structure of the documents, or the fact that there is required data to include – it is more about the ownership that can be felt in the document.  It can be felt based on creativity, humility in admitting what needs improvement, strong goals, and a strong plan for executing.   Those plans are motivating to all and they can only start with the leader being passionate, putting the time in, and holding themselves accountable to producing a plan that will motivate all stakeholders and ultimately lead to growth.

Continuous incremental progress (not money) is the path to happiness.  This is why even the most successful people continue to have the the highest level drive and passion.  It gives them purpose and fulfillment to know they are better today than they were yesterday.   Once we have this fundamental belief, it is a crazy thought to let others impose the pressure for us to progress (be happy).

 

 

People listen to people who listen

Avoidable signs of not listening:

  • Hostile tone
  • Passive aggressive questioning
  • Response before thought / considering viewPoint of other party
  • Lack of empathy / unwillingness to acknowledge concerns and opinions of others
  • Negative body language
  • Use of the wrong communication medium / inviting miss-understanding

When others make one or more of these mistakes, be a leader and do not oblige with the same approach/mistake. If you are their leader, do take the time to reflect on their approach and coach afterwards. If it is a peer, realize that taking the same approach in a response fuels divide; you can’t make someone else grow, but how you react will have an impact and influence regardless of the chain of command.

And when we are guilty of not listening we should have humility, correct it, and move forward together. Grow from it – it is what others expect and what will be respected.