It’s about me. The “I am” blocks many people from achieving the results they desire most in life. When the focus of everything in life revolves the “I” in am then the life that the “I” wants doesn’t become available.
The “it’s about me” syndrome reveals itself in all kinds of conflict. Conflict at work can often be seen as being part of the “it’s about me” malady. Think about it for a minute, how many dysfunctional managers do you know of? In a recent report there is about one in four people who are suffering from mental illness and that means there are leaders in top organizations hiding behind a mask of dysfunction.
What does a person who is overly concerned with “It’s about ME” do when things get tough? They focus on their needs to such a degree that they become less effective or ineffective in managing their group or part of the organization.
What needs to change to increase organizational function? Eliminate the fear. Get the dysfunction out by working with those individuals so that they can maintain their dignity and move out of dysfunction to high function.
What ideas do you have?
“About eighty to ninety per cent of the population must be rated about as high in ego-security as the most secure individuals in our society, who comprise perhaps five or ten per cent at most. “ Abraham Maslow
Are we living in the midst of shift 3.0, the movement towards a culture of working as independent contractors? It may seem so with the rise of contracting agencies like Arise.com and www.odesk.com. The world of work is shifting rapidly and the new wave of work will be increasing in the virtual arena.
Here are some ideas that Peter Drucker put forth, Drucker said, “The purpose of the work on making the future is not to decide what should be done tomorrow, but what should be done today to have a tomorrow.” One unique idea he advocated was creating a “parallel career” in areas such as teaching, writing, or working in nonprofit organizations. He also encouraged developing a second career, often by doing similar work in a significantly different setting—a lawyer, for instance, might move from a traditional law firm to a legal nonprofit dedicated to a personally meaningful cause. While still in your main job, start thinking about your own possibilities for a parallel or second career. Consider how to match your values, experience, and education, and what shifts you might need to make in your life to support such changes.” (Copied from AMA site)
How many people do you know that are preparing for a sudden and dramatic shift away from what you do today? What new career would you want to pursue if the one you are doing today suddenly changed or went away?
Peter Drucker strongly suggests that the knowledge worker of the 21st century will have to manage themself. Drucker speaks to the emergent society as being one filled with mobile workers, workers who manage themselves. The idea of lifetime employment which served manufacturing forces and controlled the workers would survive in an ever faster paced world is an idea that is past its time. While it may be nice to think of work as being secure, Marshall Goldsmith suggests that it is only matter of time before a dramatic change in employment will occur. It is naive to believe that a career will last for a lifetime any longer.
“The best way to predict the future is to create it. ”
Time is an elusive character, when we need it we can’t have enough of it, and when we are waiting there is too much of it.
There are people whose lives are scheduled from start to finish. Their lives are dominated by the clock. Master the clock to master your life some would think.
There are others who spend time freely, not living by a schedule but living by the moment.
For most people time is classified by the future or the present and by schedule or by flow. Think about the person who has a well scheduled day, everything is planned out for the day and that person clearly just focuses on the present. They are the people who will focus on you in the moment and when the time is up they are on to the next event on their schedule.
Another person being very schedule driven focuses on what is to come, the future. Their schedule extends out for a few months, highly structured and future focused, these people like to have things well planned out.
Then there are those who focus on today and just let it happen, they enjoy the moment free of the restraints of a schedule and take time to accomdate what will show up. Their friends are the most important things in the moment.
Then there are those who are future focused and not a strong planner, these people dream about what can be and enjoy living in the future with the belief that the right things will happen. Life flows and is open, to create and imagine what will be.
What time domain fits your life style. The planner focused on today. The planner focused on the future. The free thinker focused on today or the thinker focused on tomorrow.
How do you think about time? How do you think it impacts others you work with or have a relationship with?
“There is nothing more difficult to take in hand, more perilous to conduct, or more uncertain in its success, than to take the lead in the introduction of a new order of things.” Niccolo Machiavelli The Prince (1532)
Many people find themselves inspired after a fiery speech, a speech that drives right to the core of their emotional center. With that new sense of spirit and energy of the event many people commit themselves to action, an action to change. In a week after the luster of the energy has worn off and the daily routines take over the impetus for change becomes a distant memory. That once powerful force for change lies dormant and quiet. What happened?
One of the key factors in successful change is having an accountability partner, someone who is going to work to ensure that each committed goal is adhered to. Research shows that without having some form of accountability over 90% of change efforts fail. It is easy to see that change efforts fail. Just take an inventory of the times you tried to change something, well intentioned, highly motivated and sincerely desiring change that never materialized to the degree you desired. Just take a look at New Year’s resolutions or weight loss programs, how many people succeed in meeting their objectives, not many. Those are the obvious change efforts that result in potentially expensive programs that yield little or no results. Personal or professional change is hard to do and that is the reason that so many top performer’s hire coaches to move them to a higher zone of performance.
Motivation, desire, and accountability do result in lasting change. Accountability is what is needed for change to take hold and become lasting.