Organizations with individuals who are full of egos are heading towards an internal sabotage, if not abated.
These individuals who have talent but lack empathy and self-awareness, no matter how valuable they are in the organization are running on a limited bandwidth.
When push comes to shove, their talent can't be depended on when a serious adjustments and adaptations are required from everyone in the organization.
When strategic thinking is required, they tend to reason out why things can't be done in the organization versus having a mindset of openness and flexibility.
Misaligned teams and Boards do not ever accomplish more than they intend to do. They can be the proverbial 'stumbling block' to serious attempt at steering the organization to a better direction.
If there are too many fragile egos in the room, prepare to use more than fair share of wisdom and insight.
You need an expert strategy advisor to help you navigate the politics in your organization.
Let me help you get to where you want to go.
Convert selfish egos to productive work.
Two of my network members expressed that there is a growing demand for their services.
It's no brainer. We have lived for one year, in locked-down mode.
All the pent-up emotions, desires, expressions, and activities must be freed at some point.
An emergence is coming very soon.
Those who are winning are embracing the change that comes with it and anticipating that their current pandemic mindsets will not work in the post-pandemic climate.
Believe me, if you're shock that you're getting too much business, either you have lived in a cave for a year or that you are completely immersed into your pain and suffering to notice that:
The world is interconnected.
The world is changing everyday.
People are adjusting and overcoming everyday.
It's going to be better.
It starts right now.
If you're cooking a meal, you start thinking about ingredients, your process, and time it will take to get it ready by meal time.
If you're cooking up your fall programming or service, what would that look like when the boom is just about the corner. The Prime Minister is being egged on to get the full opening on Canada to the whole wide world. The vaccination of the masses is on the swing. Despite the new variants, the economy is opening up slowly and carefully.
Now is the time to start planning for the great emergence. Do not stop at remote and virtual when you can cancel in case it wont work. Put your best foot forward and begin business in full swing.
I just had two conversations with people who were suddenly surprised that there's more demand that they had anticipated. This is not rocket science. We should expect this to come.
The value of preparation is timing, timing, and timing. Things are on the upswing.
The question to you is: Are you ready for the upswing or still commiserating downwards?
Leaders must understand each context in order to use the right leadership styles in a given situation.
First order of business is sense-making. The ability to make sense with the environment and structure the unknown.
Second is the ability to apply the best leadership and managerial approach in that context. There are many styles ranging from charismatic, transformational, authoritarian, consensus-based, among others. Use them wisely with a certain objective in mind and learn to adapt as you go along.
Third, reflect on what happened when you applied a certain leadership approach. Did it matter at the end of the day? Were your staff able to understand why you had to act that way? What were the results in behaviors and attitudes towards work? Did it solve the problem at hand?
You can't be a one-pony-show at all times. You have to exhibit a wide range of responses and styles that could help you not just solve day-t0-day problems but lead you to your strategic goals as a leader and manager.
Instead of being reactive, choose adaptive. Instead of putting out fires on a daily basis, embrace ambiguity and improvisation.
I would like to thank all the women in my life, past, present, and future.
To my mother, grandmother, great grandmothers, and all the previous generations of women in my life, thank you for being great role models of hard work, perseverance, wisdom, determination, and faith.
To my daughter, sister, aunts, cousins, nieces, comadres, ninangs, mentors, coaches, teachers, girl scout leaders, and all the women leaders that shape me, thank you for showing the way.
We celebrate you today and every day!
Impact is now, impact is us together, lifting each other up.
There are many ways bureaucratic organizations refuse to believe that the horse is dead and would try different approaches to prove to themselves that it's not so.
1. Appoint a committee to study the horse.
2. Create a training session to improve riding skills.
3. Increase funding to improve the horse's performance.
4. Visit other site to see how they ride dead horses.
5. Declare that no horse is too dead to ride.
6. Buy a stronger whip.
7. Increase the standards for riding dead horses.
8. Hire an external consultant to show a dead horse can be ridden.
9. Form a workgroup to find uses for a dead horse, if all else fails.
10. Promote the dead horse to a supervisory position or vice president.
Stop beating the dead horse in your organization.
This could be a rehashed idea, practice, or custom that are no longer relevant, valuable, and appropriate to the times.
The costs of reviving the old to account for the new versus creating new out of new experiences, discoveries, and insights are far greater.
Consider investing in the right tools and mechanisms to get to 'new ideas' and become better at attracting the right champions to it.
Source: Another vision of the story may be found at www.abcsmallbiz.com/funny/deadhorse.html