3.2.1. The power of limiting your options, the value of eagerness, and what we undervalue
3 Ideas From Me
I.
“If you’re eager to learn—even if you aren’t particularly talented—then you can make it a long way despite your shortcomings.
But if you’re not eager and curious, you’ll find your natural abilities often fall short of what is required.”
Death by Meetings
Meetings that work energize talent.
Principal #1: Meetings give the illusion that something got done.
If you spend all day in meetings:
You waste time.
You can’t make decisions.
You don’t know how to delegate.
You’re self-important.
You spend your day assigning work to others.
“… one either meets or one works. One can not do both at the same time.” Peter Drucker
The benefits of empowerment
Workplace empowerment is a fundamental component in creating a positive company culture and driving long-term employee retention. When employees feel empowered, they believe their contributions are meaningful, their ideas and perspectives are valued and they have the autonomy to make decisions that directly impact their work. This sense of ownership not only boosts morale but also strengthens employees’ commitment to the organization. Over time, it builds a culture where individuals are motivated to stay and grow within the company.
Empowerment in the workplace means more than simply delegating tasks. It involves giving employees the tools, resources and authority to succeed in their roles. Trust is key — leaders must trust employees to manage responsibilities and solve problems independently. Empowerment also includes providing professional development opportunities, encouraging employees to take initiative and creating a culture where decision-making is decentralized. When employees know they can contribute meaningfully without constant oversight or fear of failure, they are more likely to take pride in their work and feel a greater sense of purpose.
3.2.1. The importance of unlearning, 5 steps of the creative process, and deciding who you want to be.
“Decide the type of person you want to be.
Prove it to yourself with small wins.”
II.
“The more an idea is tied to your identity, the more you will ignore evidence it is false. People seem to have no trouble finding reasons to ignore the merits of ideas they dislike.
To continue to grow and learn, you must be willing to update, expand, and edit your identity. In many ways, growth is unlearning.”
3.2.1. On growing fast vs growing slow, the value of mastery, and climbing the right mountain
“A critical quality to develop in life is the willingness to try. You simply must find enough confidence to give it a go. The human mind is fabulous at learning. You will get better at whatever you practice. But before you can develop the skill to succeed, you must find the courage to attempt.”
Humble leaders need growth too
How Humble Leaders Overcome Limiters
You aren’t a leader when you do it yourself.
Humble leaders expand their leadership by including people. Excluding competent people limits opportunities.
Openness is strength.
Leadership Limiters:
Know-it-alls think they’re always right.
Feeling superior restricts leadership. Superiority expressed by indifference, distrust, and judging chokes potential.
Arrogance judges. Standing aloof gives permission to close your heart, ignore people, and make snap decisions.
Half time is almost here
For those of us in leadership, halftime offers a chance to redefine our goals and use our influence for a purpose greater than ourselves.
In the world of CEOs and business leaders, there is a phase of life that demands more than mere success—it calls for significance. This transition is often framed as “halftime”—a more virtuous look at the otherwise cliché and demoralizing notion of a midlife crisis. Bob Buford popularized the concept in his seminal book Halftime.
Buford articulated that halftime is the pivotal moment where individuals reassess their lives, moving from chasing success to finding significance. As someone who has lived this journey and mentored others through it—including serving as the chairperson of the Halftime Institute in Australia—I want to explore how leaders can make this shift effectively.
Empathy is a leadership trait
Assertive Empathy: The Key to Transformative Leadership
Can you be both firm and kind at work? Discover the power of assertive empathy.
Envision a leadership realm where strength is harmonized with compassion and assertiveness coexists with kindness. This vision is not just an idealistic dream; it’s a transformative reality achievable through the integrated approach of assertive empathy. This concept reshapes leadership dynamics and profoundly enhances team performance. Let’s delve into the neuroscience underpinning assertive empathy and explore why mastering this duality is pivotal for executive leaders.
3.2.1.: On impressing others, the power of the mind, and the hidden costs of success
“Focus on what provides value to others, not what impresses others.
Other people spend about as much time thinking about your lifestyle and accomplishments as you spend thinking about their lifestyle and accomplishments. Which is to say, not much time at all.
The things we do to impress others rarely impress them for longer than five minutes. But the things we do to provide value for others can last a lifetime. In the long run, one of the most impressive things you can do is provide exceptional value.”
Leaving your legacy
It’s important to leave a leadership legacy you can be proud of. Alaina Love writes about a colleague and a friend who broke the mold.
At the conclusion of a recent development session with a senior leadership team, we discussed the moment that all leaders eventually face: It’s the last day of their tenure in the organization, the day they’ll retire or move on to another role in a different organization. These are pivotal moments of passage that every leader should ponder well in advance of them happening, so I asked participants to consider what their final words to their team might be on that momentous day. What will be their leadership legacy?
