Category Archives: Leadership

#14 Need to know versus want to know

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As a leader you have to drive change. You have to connect and communicate with your audience.

You may tell them what they want to hear to win their trust. Most people like and respect those who look like them and talk like them.

Real change requires people to hear messages they need to hear. If you sound different when asking for change, it is natural, you are speaking “differently.” If you ask for change while sounding like your audience, they might feel you are manipulating them. If you stick out too much, you risk rejection and even banishment.

To drive change, you have to be bold, be creative, commit yourself, and find a way to get your audience to listen, and act with accountability. Martyr yourself only in extreme circumstances. Most situations in the workplace require a systematic and methodical approach to change, it is not necessary to go on a crusade to get your job done.

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#12 Passion, ownership, and accountability

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These words are sometimes used interchangeably, unintentionally.

If you or your co-worker show “passion,” it means you/they are excited about something, and are willing to give their energies to do something.

A feeling of “ownership” is useful, as then there is something to “protect” and preserve. You/your co-worker will take action to guard an idea, an asset, or whatever it is you “own.” However, you/your co-worker will take a loss or give up ownership when faced by pain or a greater benefits.

“Accountability” is the most desired attribute. With accountability you and your co-worker will take initiative, take charge, and show creativity. You and your co-worker will create something out of nothing and make magical things happen. You/your co-worker will not give up your stand, and do what it takes to meet goals. You/your co-worker will stand up and be counted.

In leadership situations, when you assess support for your ideas, look for accountability. Don’t get fooled by mere passion or ownership.

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