Patterns are hard to discern when they involve us. We can see patterns in others much easier than the consistent reactions and responses we employ. Elevating self-awareness and limiting the impact of those things that trigger us or hijack our thinking is essential work for anyone striving to be the best they can be. We need help to see the patterns we create. Good leaders provide that assistance.
At the end of the day I often reflect on what I have done and failed to do (now I try to do this for a few minutes before I start my day too). These days it is often how I spoke that made someone think, feel, say, and/or do a certain thing. While this is progress, I still believe there is a ton of room for improvement.
One positive bit I have taken from these experiences is to conserve energy. This is especially true the more responsibilities we are charged with. Sometimes it is more productive to have a shorter exercise regimen, and be able to work on other things that must be tended to.
Additionally, we must recognize we are human. Humans make mistakes. The question is are we going to own them or run from them?
In the end, a lot, if not most, outcomes come down to the choices we have made (at least in the U.S.A.).
I know that maybe too often I comment on your daily topics and that is strictly from experience and do not mean to consume or spotlight. Stating that, I need to stress the importance of today’s writing.
Today in business in culture building this is by far the #1 topic missed almost in every single organization. It derives in Human Resource's but is governed by the business leadership/owner.
If in today’s business, leaders want to sustain employee retention and or build upon a strong collaborative culture this must be at the forefront.
I am not saying be a “baby sitter” but I am saying utilize HR more than an onboarding, payroll contact support system as an example.
If a few feathers are ruffled so be it however, Business America and internationally needs to seriously succumb to improving this daily in their respective houses of employ.
In closing, I’ve been down the path of burned out and distraught where total collapse was inevitable. Yes I am responsible for me however, I will continue to be a strong advocate to aiding and improving yourself and your teams. This article really is a superb sounding board for Leadership to quit asking are you ok. But state “Pat I see this happening and I’d like to help resolve and improve”. (Quit being afraid of hurting someone’s feelings because you’re letting them fail if you’re not!
As always thank you for your writings and stress that today’s article needs to be read by every business leadership team!
Good morning,
What a solid and timely post.
At the end of the day I often reflect on what I have done and failed to do (now I try to do this for a few minutes before I start my day too). These days it is often how I spoke that made someone think, feel, say, and/or do a certain thing. While this is progress, I still believe there is a ton of room for improvement.
One positive bit I have taken from these experiences is to conserve energy. This is especially true the more responsibilities we are charged with. Sometimes it is more productive to have a shorter exercise regimen, and be able to work on other things that must be tended to.
Additionally, we must recognize we are human. Humans make mistakes. The question is are we going to own them or run from them?
In the end, a lot, if not most, outcomes come down to the choices we have made (at least in the U.S.A.).
Thanks for your time.
Good morning,
I know that maybe too often I comment on your daily topics and that is strictly from experience and do not mean to consume or spotlight. Stating that, I need to stress the importance of today’s writing.
Today in business in culture building this is by far the #1 topic missed almost in every single organization. It derives in Human Resource's but is governed by the business leadership/owner.
If in today’s business, leaders want to sustain employee retention and or build upon a strong collaborative culture this must be at the forefront.
I am not saying be a “baby sitter” but I am saying utilize HR more than an onboarding, payroll contact support system as an example.
If a few feathers are ruffled so be it however, Business America and internationally needs to seriously succumb to improving this daily in their respective houses of employ.
In closing, I’ve been down the path of burned out and distraught where total collapse was inevitable. Yes I am responsible for me however, I will continue to be a strong advocate to aiding and improving yourself and your teams. This article really is a superb sounding board for Leadership to quit asking are you ok. But state “Pat I see this happening and I’d like to help resolve and improve”. (Quit being afraid of hurting someone’s feelings because you’re letting them fail if you’re not!
As always thank you for your writings and stress that today’s article needs to be read by every business leadership team!
Developing self-awareness is an ongoing journey. Giving feedback is hard. Both are worth it
We took 15 minutes today to discuss this topic a bit more. The recording is here:
https://twitter.com/i/spaces/1nAKEaWWQPVKL