We’ve all seen this in sports. The team that everyone thought would be a “sure thing” and would come out on top is beaten by what seems to be a less talented team. The big tournament comes around and the first seed is shockingly out of the game early on and can’t recover.
The talent appears to be lop-sided towards the assumed winner. Their record shows this. Their fans “just know” that they will win. The coaches have prepared their teams and plays are in place. Yet the team that everyone thought was already beaten before the game begins ends up as victors.
How can this be?
If you follow sports at all, you’ll understand that so much of the game is won or lost by that 5″ space between the ears. Winning teams put in the practice and discipline. They execute their plays with precision.
But, somehow something creeps into their thinking…
“We’re good enough…”
“That other team doesn’t have a chance…”
“We’re the shoe-in…”
And then the other team – that no one sees any hope of winning – comes out hungry. They out hustle the assumed champions. They see small mistakes that are being made and they take full advantage. And then the crowd starts to notice. “How can the score be this close!?” And then the crowd sees their champions falter. They witness the battle that is going on in the players’ minds. The underdogs are pulling away. The underdogs are winning. The underdogs are cutting down the nets as victors.
Here’s our reminder for today: As leaders, don’t assume the victory. Work for it. Keep the fires of passion burning in your team. Remind them of their mission. Cast your vision. Keep your team forging ahead. Execution of the mission is critical. Don’t assume anything. Work towards that win, every day, with every encounter, in every action, with every decision.
When your team wins, make sure they have left their A game on the court. Celebrate with them. Prepare them. Help them fine tune their skills. And then ramp up to do it again and again.
Why are there so many bad bosses?
Gallup research reveals that over 50% of Americans have quit a job to get away from their manager. Meanwhile, overall employee engagement has been stuck for years around a meager 30%:
Further, their research shows that managers, “account for at least 70% of the variance in employee engagement.”
This is a painful indictment of bosses everywhere.
Is there an evil gene creating bad bosses?
Of course not. But it begs the question:How is it that so many managers become bad bosses?
There are a number of factors that hurt even managers with the best intentions as they try to lead their teams. Today we’re looking at those factors that contribute to good people becoming bad bosses any what can be done about them.
Why Good People Become Bad Bosses
Read the rest here: https://getlighthouse.com/blog/bad-bosses-good-people-become/
Thank you to all who have visited the blog so far this month! So many countries! I appreciate it.
Back in February, I challenged one of my teams with an initiative. I required each of them to share 1 idea or 1 area of improvement within our department and/or company. I created a OneNote folder where they would share these things every week. They had to include their name for accountability purposes.
Some took to the challenge immediately and some really great things are in motion today to bring their ideas to life. Some thought they really didn’t have any ideas. But through our 1-on-1 sessions when I got them thinking and talking, ideas flowed.
“But that’s a pretty small thing,” one team member told me after sharing an idea. And I reminded them I wasn’t looking for a cure for cancer. Just simple ideas that would help create less friction or would help others understand a necessary process better or that would create a better customer experience is what we were looking for. Small steps in the right direction compound to have a significant impact in the long run.
Do you know that your team has more to contribute? Do you know they have experiences that are extremely valuable and can be leveraged? Do you believe that ideas should come from all areas of your organization, not just the executive levels?
Give your team a challenge, encourage their participation, and watch them grow. You will see collaboration. You will see people stretching beyond their comfort zone. You will hear some pretty great ideas that you’ve never considered before.
And your team member, you, and your organization will become better as a result.