To Achieve, Believe

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Sure, we need vision, strategy, and execution. But these alone won’t do. No vision, strategy, or execution survives its first encounter with reality. To navigate the ups and downs, we need a rudder stronger than any plan.

Doubt and criticism are poor rudders; they kill. Belief manages reality and enables vision, strategy, and execution.

Believe in your team–every one of them. Believe in your product. Believe in your clients. And foremost, believe in yourself.

 

In your corner,

Mike

It Only Takes One

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It only takes one person to rise above the drama. It only takes one person to remember the big picture. It only takes one person to commit to the (thus far) impossible. It only takes one person to know that it will all work out better than expected.

It only takes one person because when they do, others notice and follow suit.

Why not let it be you today?

 

In your corner,

Mike

The Expedient Route Often Isn’t

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Things done under pressure often backfire. That person we urgently needed to hire, the deal we really needed to make, and the strategy we didn’t have time to test are classic examples of the pressure-filled decisions that go on to cause much more trouble than they were meant to prevent.

 

In your corner,

Mike

PS: But delaying decisions isn’t helpful either. Figure out what’s true now, what you want to be true, and why. Then decide and do the very next step and repeat until done.

Put On Your Mask First

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That people around us are struggling, blaming, deflecting, or otherwise full of drama does not mean that we need to do the same.

You see, no amount of us struggling, etc. can ever help them. If we’re down, we can’t help them. Only when we are plugged in, feeling good can we ever have the energy, ideas, and resources to help them.

Put on your mask first, good leader, then help.

 

In your corner,

Mike

 

Today’s image courtesy of K. Todd Storch

Who Says?

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It will be hard. Who says?

It won’t work. Who says?

It will be a long shot. Who says?

I can’t. I don’t know how. I don’t think I can. Who says?

It’ll work out. It always does. I don’t know how but I bet it’ll happen soon. I’m kinda lucky that way. Who says?

The truth? You say. And what you say has a very strange way of happening. 

So, what do you say?

 

In your corner,

Mike

Why Can’t They Just Do What I Tell Them?

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Because they (and you and I) are wired to seek delight, growth, and freedom. How is doing what we say they should do at all in line with that wiring?

“But we’re paying them to do their jobs. Isn’t that good enough?” we might ask.

All the evidence says, “Nope. Certainly not these days.” And it’s not just the Millennials.

So we have to go for win-win. We have to include what they want in what we want.

How? Luckily, it’s not as daunting as it might seem. More on that tomorrow.

For now, try this exercise: how many times today did you ask your team, colleagues, boss, and clients to do something you wanted (needed, hoped for) them to do? And how many times did you listen to what–however large or small–they wanted, needed, or desired?

 

In your corner,

Mike

Make the Call

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For the most part, we will benefit by making the decision then making that right rather than hemming and hawing to make the right decision.

Make the call, good leader.

 

In your corner,

Mike

PS: Making a decision right means committing to it and following through with deep confidence (not hyperbole or bravado) that you’re on (or even making) the right path.

The Wise Manager

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The new manager asks or tells people what to do and wonders, “Why won’t they do what I want?” Telling louder or more nicely works but just for a while.

The wise manager discovers what makes a win (big, long-term and small, near-term) for them then asks something like, “How can we both get what we want here?” The new manager thinks this is a colossal waste of time. But the wise manager knows that asking and telling people what to do takes much, much longer.

 

In your corner,

Mike