Decisions

One problem with business decisions – not always the most important, but certainly the bulk of them – is that they evaporate as soon as those making them leave the room where they were made.

Another problem with business decisions – perhaps a consequence of the first problem – is that they are not given enough time to prove right or wrong.

A third problem with business decisions – a sub-product of our lazy brain – is that the ones that stick actually tend to stick forever.

Keep track of what is decided, give it time to bear fruit, and be flexible enough to revisit it periodically. You can make this more effective if you manage to build different networks in the company – at team level, but also cross-functional – that make decisions and are held accountable for it.

As long as only one person, or the same group of persons, calls the shots, you will always have problem number one, problem number two, problem number three simultaneously.

Record and write

Record your thoughts. On video, audio only, no matter the equipment.

Write your thoughts. On a journal, a notepad, no matter how clearly.

Recording and writing your thoughts is a sure way to free space in your mind, to clarify your ideas, and to improve your skills when it comes to elaborate complex concepts.

Play with it. Do short form, long form, free form, scripted form. Try different things, repeat and confirm, change your mind, enjoy yourself.

And find the courage to hit publish, sooner rather than later.

P.S.: Perfect is an excuse.

PP.S.: Tools are also an excuse.

The basis of a relationship

Relationships are hard work. All relationships.

That’s mainly because in a relationship we are asked to take something into consideration that we are incapable of understanding: the other party involved.

It takes a lot of work to just accept this simple fact. That understanding is not the basis of a relationship.

Caring is.

One of many

There have been studies before, and there will be more in the future. And this one is yet another confirmation that companies get most of employees motivation wrong.

What people seek is a sense of autonomy (I can choose the work I do), relatedness (I belong with my colleagues), and competence (I master what I do). If you’re not working to ensure your people get to experience these, you are missing out, and your company is just one of many.

Good luck!

Master emotions

To be a good leader, you need to master emotions. Yours and others.

Yours, because you need to be in touch with them, be aware of them, be labelling them. And yet, you need not to be too attached to them. For example, when making decisions. In a way, you need to manage your emotions with some sort of detachment.

Others, because you need to be able to appreciate them and embrace them. You need to allocate time for others to express them, you need to be able to take them into consideration, and you need to be able to give the chance to release them.

Most leaders ignore emotions completely.

Some master theirs or others.

Few master both.