It often seems that people stand in the way of their own success. They get so focused on whatever they are trying to achieve that their thinking becomes habit, they fail to see, let alone consider, other options and their thought patterns and consequent behaviours become shackles. This inevitably limits outcomes and inhibits their own success. That is why there is more than a little validity to the old cliché, “You are your own worst enemy.” It takes an outsider to identify their issues, and even then they may not always change.
So perhaps, rather than a cliché, we should consider it as a statement of fact. Doing so immediately makes it universal and demands remedial action. Particularly if you recognise the implication that it also applies to any CEO or business leader! Then you are compelled to take a closer look at yourself and your role, and ask yourself, “How am I impeding my success and that of my organisation or team?”
Opening yourself up to this possibility is only the beginning. It does not provide any answers in and of itself. Furthermore every situation is unique and different which makes it unlikely that there is a single solution. Yet, much of our rigid thinking is the result of inadvertent acceptance of collective thought, whether it is called ‘conventional wisdom’ or whether it is simply unconscious influence. Recognising that provides a good starting point in the quest for solutions, not least because it suggests that your issues might not be as unique as you think.
Let me illustrate what I am getting at.
This means your challenge as a leader is to remedy the historical failure to treat employees as humans, rather than to classify and meet the needs attached to different generations. In fact, this is implied in the article itself, with:
- PURE’s commitment to, “Help our members [i.e. employees] become smarter, safer and more resilient so they can pursue their passion with greater confidence.”
- Boeing’s recognition that “the magic sauce” for creating a competitive culture is that, “It’s got to align with individuals” and “That ‘alignment’ with the aspirations of employees is key.”
Both make the employee primary and recognise that, ultimately, a high-performance, highly engaged culture depends on the extent to which employees feel fulfilled. Identifying them as a solution for the Millennial issue sells them short and does everyone a disservice. The fact is they also solve every one of the other challenges identified in the article, and effectively prove that ‘Every Individual Matters’.
In any case, if everyone is their own worst enemy, it follows that, to engender and embed engagement for a high-performance, you need to lead – and live – by recognising that ‘Every Individual Matters’.
If you like what you have read contact me today for a free 30 minute conversation about how my ‘Every Individual Matters’ Model can provide the catalyst to help you create an organisational culture of ‘Love at Work’ : one where everyone cares and the business becomes our business, so embracing change and transforming – and sustaining – organisational performance.
Bay is the founder and director of Zealise, and the creator of the ‘Every Individual Matters’ organisational culture model that helps transform organisational performance and bottom-line results. Bay is also the author of several books, including “Lean Organisations Need FAT People” and “The 7 Deadly Toxins of Employee Engagement” and, more recently, The Democracy Delusion: How to Restore True Democracy and Stop Being Duped.