How healthy is your leadership pipeline? Do you know who would replace you if you left tomorrow? The question of leadership development and continuity is an ever-present challenge for organizations in any industry.
Transforming team communication is a difficult task. Just look around your office and think about how many different thought processes, leadership approaches, and communication styles are represented. Most days, fostering seamless communication between so many different people while working hard to raise up good leaders feels more like herding cats than it does leading a team.
One of those “soft science” buzzwords.
You can hear it now, can’t you? The impassioned HR director energetically extolling the cure-all virtues of “open dialogue,” “honest communication,” and “high performing teams” who learn how to “understand” their teammates and “bring out the best” in every “unique voice.”
Can you imagine a world where people are unintentional with their lives? A world where you don’t aspire to grow or learn or dream? Can you imagine living in a place where your time is dictated by television schedules and your dreams inspired by ads showing a fake world of fantasy?
Yes, I actually can.
Self-preservation occurs when you obsess about protecting the things you are afraid of losing.
Your job. Your authority. Your salary. Your bonus. Your title.
Your carefully curated image.
The silent underminers of influence. They take us to a dangerous precipice of misattribution and blinded action. On the surface, they seem solid and reliable. After all, the very definition indicates a certain level of certainty about a conclusion, whether based on past experience or ignorance of additional facts and perspectives.
Assumptions Undermine Influence
But it’s that foundation that makes assumptions so dangerous. They often lead us to make hasty, misinformed, or potentially offensive judgments without seeing the true situation clearly.
If you look back at your own journey, it will probably surprise you how many leadership snafus or personal mistakes have come from misplaced assumptions. Success, greatness, breakthrough, liberation, and overall personal or relational peace are all at risk when we assume.
So, because a “Stop Doing” list is just as crucial as a “Start Doing” list, here are 20 things you should refrain from assuming in the future (in no particular order).
20 Things to Stop Assuming
- Don’t assume it’s a simple task and others should just “get it.”
- Don’t assume asking for help will harm your credibility.
- Don’t assume gossip is accurate! Better yet, just stay away from gossip. (Tweet This)
- Don’t assume if they read “this” book, they will change.
- Don’t assume they don’t feel entitled to all that you give.
- Don’t assume your awards, your numbers, and your things prove you are a great leader.
- Don’t assume everyone will love you if your plan succeeds.
- Don’t assume your idea will motivate others if you haven’t taken the time to know them.
- Don’t assume they won’t value your view or opinion.
- Don’t assume their annoying behavior will go away on its own.
- Don’t assume they are ready to jump on your objective without a “good morning” and cup of coffee first.
- Don’t assume their intent based on their Facebook post.
- Don’t assume your family sees how much you love them based on how hard you work. Tell them.
- Don’t assume your kids love it just because you do.
- Don’t assume they’ll just say no.
- Don’t assume your vote doesn’t matter.
- Don’t assume they won’t embrace the card, the letter, or the apology.
- Don’t assume things will never change.
- Don’t assume you can’t start over.
- Don’t assume you’re in good health. Be proactive, manage routines, and go to the doctor.
Oh, there’s one more.
If you just skimmed this and assumed none of them pertain to you, you better read it again.
Wishing you all the best!
This was originally posted by Dan Frey, Senior Associate with GiANT Worldwide, and I wanted to share it here as well.
If you’re interested in learning more about how assumptions can affect your leadership, we’re happy to schedule a meeting to discuss. Just click the contact button and let us know!
“I just did something very selfless. But more importantly, it was genuine & I know it means a lot to the person in the longrun #soworthit”
If you’re like most people, you might be scratching your head after reading the above statement. Unfortunately, as self-congratulatory as it sounds, that’s a real quote from a twitter post.
Fortunately, thanks to hilarious storytellers in the golden age of television, we even have a word coined for what you just read – in fact, the person who posted that message literally gave us the definition of a “humblebrag.”
Sometimes the best investment you can make at work is to step away from it for a while. To get out of the daily grind and make time for rest, peace, and recharging with family, friends, and reflection.
In fact, we would all love even just an hour of this time every day. When we take some time off during the day, we call it a break.
When we do it every week, we call it a weekend.
And when we do it for an extended period of time, we call it a vacation.
Each of our leadership styles are framed on a foundation shaped by personal experience, nurture, and learning. We have all picked up good and bad habits from those who have led us and we inevitably learn certain leadership skills in school, through informal reading, blogs, news, etc.
Have you ever thought, however, that there may be different foundations of leadership?
Different philosophies that take you in different directions?
Have you ever heard someone, maybe even yourself, say this:
“If they’re not for us, they’re against us?”
The GiANT IDEA