It might feel like you’re doing something new. Something that’s never been done before. Chances are, 99% of it has – you’re just figuring out the 1% that’s new, adding your own twist. So for the 99%, you can ask. Phone a friend. Or a stranger. Somebody has been where you are. Find them. Ask for help.
The moment where change happens. No reflection – no change – no bigger and better future. Reflection doesn’t just happen. It’s a conscious effort – examining the work, and considering the reaction it got. Working out how to do it differently for more impact. Take the time to reflect.
Take people on a journey. Do it because it matters. Create change. Start talking about it. Stop waiting for instructions. Stop hoping for permission. Remove management and replace it with leadership by example and conscious coaching. Do these things for your team because they elevate people. Creating enrolment might be the single strongest factor in lifting a team to unimagined heights. When we market to create change, we escape the risk of mere manipulation....
There’s not much difference between saying hi to 100% of your team when you get to work, and saying hi to 80% of your team. But the small difference from 80 – 100% is a huge difference. To someone it can be the difference between caring and indifference. Showing up vs. not showing up. Humanity changes radically with small adjustments. What’s the difference between greeting someone with a firm handshake or a hug?...
Your brain doesn’t output a higher wattage than anybody else’s. Neither does mine. Solving hard problems doesn’t come from intensity. You don’t “think harder” at it. Problems are solved during the approach phase. Like Luke Skywalker dropping bombs in the exhaust vents instead of hammering the deflector shields. We talk about problems as if they need to be cracked. But that sensation of cracking is analogous not to brute force, but to the feeling of a strong resistance followed by complete surrender....