Every human on the planet will be tempted by pride.
Behind that little word is a fire that has the power to destroy potential, character, callings, and lives.
Below are three critical things to remember, when pride woos you:
Imagine being a new Office Manager for a small company. The first day on the job your new boss, a.k.a the owner, meets you at the office. He stays there for the morning and then leaves.
The other employees work afternoons and weekends. So you’re in a new role, in a new industry. You’re alone at the office, answering phones, and trying to create a weekend work schedule for people you have never met, with less than 4 hours of “training.”
Logic says that you should not be surprised when that first busy weekend goes south. But your new boss loses it!
He’s in his mid forties, tall, long legged and thin. Now his string bean legs are stomping around the office, while he is hollering, blaming and yes – he even throws a pen across the room in frustration. (Not at you – thankfully!) But wow! Just wow!
If his behavior weren’t so immature and shocking – you would have doubled over in laughter at how crazy he looked!
In the heat of the moment you could decide that you have no desire to work for this Boss Baby. And you could walk out the door, put in your notice, begin updating your resume…
Or you could make some uncommon choices:
Have you ever worked in a place that is caught in a cycle that is NOT working?
Have you ever wondered if anyone recognizes that new faces are just another Band-Aid that is being used to cover a growing cancer instead of treating it?
Once upon a time, I had a conversation with someone about a problem that needed to be solved.
We’d faced this problem before.
We both agreed that the problem was not only unresolved, it had gotten worse. And we agreed that we needed a solution.
When problems surface, it is so tempting to rush for the magic wand.
It may appear to be faster, easier or even the “safest” way to appease the investors or the CEO.
1. A high-potential employee is constantly promoted within a company for more than a decade.
When he is promoted again he can’t get the tools and support he needs and begins to struggle. He’s not a quitter and doesn’t know how to fail, so he sacrifices all of his vacation and family time and works instead. But no matter how many hours he puts in, he is treated as if he is the problem and eventually fired.
Then another high potential/long-term employee is relocated to take the same role, in the same place, with the same leader, in the same environment.
And the cycle begins again…
*What is it costing the organization to continually lose long-term, high performing employees in this one black hole?
2. An owner of a couple of small businesses is frustrated with dwindling profits.
He blames his staff, treats them badly, moves them to different locations, stalls their vacations and refuses to listen to their feedback.
*What is is costing that business owner to continue to operate in this way?
Want more on this topic?
I’m delighted to share a guest post from Daniel Buhr in the series on Disagreement. Daniel was one of the co-authors of the book Energize Your Leadership. He works in health and safety at a Fortune 500 Company and shares his passion for leadership at cybuhr.com and @Cybuhr on Twitter.
Heels dug in? Check.
Ears closed? Check.
Mind made up? Check.
Bring on the discussion, I’m ready. There’s no way I’m going to lose this one!
Everyone comes from a different life experience and has witnessed, researched, or considered things you haven’t. -REALLY!
But far too often we are too busy, proud, judgmental, and afraid to dive in and try to discover what those things are.
This morning I watched this unfold on a friend’s Facebook feed: