Sometimes, we can be focussed on the end result – that we forget that for those that are not intimately involved in the process, that they may not see what we think they are seeing. They don’t necessarily see the end result or get the “why”.
Often when we think of changing something significant, we think in terms of big bold goals (remember that saying – big, hairy, audacious goal?).. However
As soon as you start seeing a team member as a human being – you start seeing them in a different light, particularly if the relationship has been a bit fraught to date. You can build connections -“oh you grew up in the country – I did too.”
The main point that the article points out is that all organisations should be like this. It’s price of entry behaviour (albeit, hard for some to live by it seems).. Values should be what makes your organisation different; they should show a bit of your DNA.
What would they want to know that would ease concern over a change, or angst over some gossip that’s doing the rounds?
It’s why when you’re overwhelmed, you lose your car keys constantly, or forget the most obvious of things.
Unpicking leadership means that you go into it with eyes wide open, rather than with rose coloured glasses.
This is about where an organisation gets itself in a mess, and rather than face up to the systematic issues that have caused the mess, instead points the stick at one person.
There was a bit of a dustup at the fish and chips shop last night….
But, we know that money is a dissatisfier. You are dissatisfied if you perceive you don’t have enough. Either in real terms or in relative fairness terms. Beyond a certain amount, money in and of itself doesn’t motivate employees.
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TTC acknowledges the traditional custodians throughout Western Australia and their continuing connection to the beautiful land, waters and community on which we work and live. We pay our respects to all members of Aboriginal communities and their cultures, and acknowledge the wisdom of Elders both past, present and emerging.
