Tag: problems

In distress

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When others are not at their best, we unconsciously start a balancing act between our best self and our lazy self.

What can I do to help? is a question that comes from our best self. We feel for the other person and we want to see if there’s a way for us to help them get back on track.

Of course, the answer to that question is often vague or undefined. People who are not at their best tend not to know what they need. And that’s when our lazy self kicks in. We quickly fall into old habits, we fail to keep the distress of the other person in mind, and we eventually resorts to habits that make us comfortable and safe. Our lazy self will always end up helping ourselves.

When others are not at their best, skip that question, even if well intended. Instead, keep the fact top of mind, and avoid asking the other person a favor, don’t put additional stress on them, forget about a rule or a habit that might be making their life more complex, praise them more often and say thank you to them at any possible occasion, bring them or buy them food, invite them out for a coffee or a tea, make them feel heard and listened to.

It’s a lot of hard work, but that’s how you make your best self prevail in these delicate circumstances.

Polling employees

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Making decisions using employee polls is about one of two things.

One – Management and leadership think the decision is not important enough to deserve their time.

Two – Management and leadership don’t want to have that specific responsibility.

One way or the other, it’s a bad idea. Instead, find somebody who is competent and talented, and put them in charge of figuring that particular thing out. Help them collect the opinion of those who have something to contribute, and make it clear that it’s eventually up to them to decide on the course of action. Support the final decision, measure success, and help them improve.

Polls don’t motivate, but this approach might do just that.

Intention

Fabrizio1 Comment

There’s a difference between doing something because it’s what makes most sense, here and now, and doing the same thing because the opposite makes you feel sad, scared, uncomfortable.

Being with someone because you enjoy their company instead of being with someone because you dread being alone.

Being in a job because it’s what better serves your purpose instead of being in a job because you need to pay the bills.

Going out every evening because that’s how you feel you are contributing to your well being instead of going out every evening because that’s what everyone else does.

Intention is the difference. And we can all benefit from claiming some of it over our actions.

Communication tools

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It’s all great that companies have so many ways to communicate, share information, ask and answer questions nowadays. But as it’s often the case, new tools don’t fix old issues.

Like assuming that communication happened just because you have communicated something.

Like expecting an immediate answer to trivial or unimportant questions to placate your anxiety.

Like spreading information left and right with the hope that those who need it will get it and absorb it, while others will forget about it.

Communication is a skill and it needs old-fashioned training, not new tools.

Edge

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Out of an audience of 100 people, seeking advice on how to get started with a project, when the speaker – who has extensive experience with that project – invites the audience to connect, this will happen.

90 people will do nothing.

7 people will send an invitation to connect.

2 people will send an invitation to connect and a personal message.

1 person will send an invitation to connect, a personal message, and ask a question that will help them get started with the project.

The points being:

  1. If you are one of the 90, remember that time is an extremely valuable asset, and your time in particular.
  2. Getting an edge on the other 99 is so easy.