Two maxims that have served me well over the years. (Part I)

The following is the original and the rewrite can be found by clicking here.

There is a great benefit with reflection; it affords the opportunity to look back at what you have accomplished, allows you to smile at the things that went well, cringe at what did not, and sometimes laugh at how wondrous it all is.

As I look back on my journey so far, there are two maxims that I've carried with me from the moment I found them:

"Help your brother’s boat across, and your own will reach the shore." - Hindu Proverb

"If you want to go fast go alone, if you want to go far go together." African Proverb

gpe

PS: Part II will follow

Learn to be "comfortable with being uncomfortable".

The following is the original and the rewrite can be found by clicking here.

Inevitably two or three months into their new job, after the raw enthusiasm had worn off, I would often hear something along these lines, "Now that I am getting into the new job, I'm starting to realize everything I don't know; it makes me feel a little uncomfortable." *

With a "big knowing smile", I would always respond the same way, "Learn to be comfortable with being uncomfortable." And then I would proceed to explain what I meant.

The first part of the conversation would focus on the technical process that comes with people development, and I would use "Situational Leadership" as the model for understanding. Situational Leadership was developed by Paul Hersey and Ken Blanchard, and is a wonderful leadership model (and framework) that articulates the leadership style most appropriate for the various stages of an individual's (or team's) development. See Ken's website.

Development Stage 1: Low Competence, High Commitment. (S1 Leadership: Directing)

Development Stage 2: Low/Some Competence, Low Commitment. (S2 Leadership: Coaching)

Development Stage 3: Moderate/High Competence, Variable Commitment. (S3 Leadership: Supporting)

Development Stage 4: High Competence/High Commitment. (S4 Leadership: Delegating)

I found this part of the conversation very effective, particularly with the Y Generation as it re-enforced there was "in fact" a development plan in place, what it was, how it worked, allowed for discussion and outlined the milestones for progress. I re-enforced that "being uncomfortable" was natural and in fact a good thing - The process of learning new things invariably makes you feel uncomfortable.

The conversation would continue with long term goals, aspirations and success; we would then get to the heart of what I meant by saying, "Learn to be comfortable with being uncomfortable." Learning and development, both professionally and personally, are constant endeavours and needed for continued success - You need to get comfortable with this. The comfort with being uncomfortable is the indicator you are pointed in the right direction.

I have refined this conversation over the years, and in one form or another, have had it with every person I've had the privilege to manage and lead; no doubt some discussions better than others, and not all came with that "big knowing smile". 

This "big knowing smile" I refer to was saved for those who have the self-awareness to broach being uncomfortable in the first place... not because it makes it easier to start the development discussion, but because self awareness is another indicator of long term success.

As I look back on the people I had the "big knowing smile conversation" with, this does seem to be the case.

gpe

* A compilation of the "being uncomfortable" comments I have heard over the years.

Can you envision the "potential"?

The following is the original and the rewrite can be found by clicking here.

After spending an hour and a half wandering a property we are thinking of acquiring for the family, I looked at my uncle Tom and asked him what he thought - His response was simply, "It has potential."  As we looked at the thirty-six acre parcel of land (with a steam and a pond), we were not looking at it for what it is today, but rather what it could become in the future. 

A while ago, a former colleague commented on how one of my past hires was becoming very successful; in the same breath, he admitted he didn't understand why I had hired her and didn't think much of her capability at the time - Like my uncle, I said, "She showed great potential".

Potential* by its very definition speaks to the future, but its importance lies in the present; consideration and understanding of "what is" and how it is aligned with your vision, goals and dreams for the future - "Does someone currently have the potential to help build to our common long term goals?" Or even more importantly, "Do I currently have the potential to achieve that vision I've set for myself?"

Potential is a key measure to ensure and validate you are aligned with your vision and longer term goals... there is a cold reality that comes with envisioning yourself as a profession hockey player but not having any ability to skate or any understanding of the game. When hiring someone, ensuring that the person has the ability to be successful in the role is important, but for me, their ability to be bigger than the role is crucial - I have always hired with the next role in mind - Potential is the great motivator, as it cultivates for the future. 

It should be remembered that potential represents the future and does not necessarily reflect current capability (which, over the years I have seen confused and inevitably leads to great disappointment); it is important to remember that potential needs to be developed, fostered and given an environment to flourish.

Potential is of course situational and contextual, but there are some core fundamentals that seem to be common to those who make the most of what they have: 

• Confidence in their ability and willingness to take on challenges.
• Strong work ethic, with a desire to go the "extra mile".
• Work in an environment that fosters potential, with leaders who manage to bring out the best in their people.
• Have a vision and the tenacity to go after it.
• The desire to achieve their potential.
• An understanding that potential can be developed and comes with constant learning.

As I look back on my uncle's comment and our vision for a property and sanctuary that can be used in the years to come, he is right - It does have Potential.

Now it's just a mater of realizing it.

gpe

* Potential is defined as latent qualities or abilities that may be developed and lead to future success or usefulness.