Monthly Archives: November 2016

Maturity in Competition

Great teammates demonstrate maturity when they engage in competition for space, resources or influence. This means that they play fair. They don’t lie, cheat and steal when they don’t get their way. This means that they also don’t gloat over those that didn’t get their way when they win. Grace is always the best path to take

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Blinding Anxiety

Anxiety is like a wet blanket on our perspective. It clouds everything with a negative tint. It makes the worst possible scenario more likely in our minds. It blinds us to the good that is happening despite the potential terrible scenarios we choose to imagine. It wastes physical and mental energy by focusing our attention on a

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Homogenous experience limits belief.

Teams that are too homogenous in experience tend to live in a reality that makes the impossible seem much more likely than the possible. This is because everyone has seen the same wins and losses. There is little actual experience of anything outside the context of their limited experience. Great teams understand that embracing diversity in experience

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Wide Spectrum of Belief

The great thing about a team is everyone comes from a different context of experiences. A team made of people from different contexts has a wider spectrum of belief. This also means that they have a built in resistance to doubt because diverse experiences help the team to overcome the inexperience of some with the absolute certainty

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The Experience Context

Belief is a key factor in motivation. If someone doesn’t believe something, they will not be motivated to try anything that challenges that disbelief. This is usually because experience has taught them that certain things are possible and other things are not. However, that belief can get challenged by a “less” experienced teammate that has seen the

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The Challenge of More

Teams have an amazing way of challenging us to go beyond what we currently think is our limit. When we see what others can do, we either motivate ourselves to grow or we tell the story about how we can’t do what others do because, “reasons”. I have noticed that there are two types of teammates: the

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More

More can be healthy. Less usually isn’t healthy because growth doesn’t just apply to numbers, but also capacities and thresholds. People often find that they are able to do more in a healthy way than they ever thought possible. Doing less can often free us up to do more of what’s important, but we almost never actually

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Control is not an expression of care.

We cannot mistake our need for control for a caring attitude. Control is the myopic need for our way at our pace and on our terms. No matter how much we tell ourselves otherwise, it cares not for the benefit of others. The need for control comes from fear and doubt and not from care and belief. It’s

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Closed Communication

Controlling leaders tend to control communication in order to push their method forward. When a team member’s input pushes back against their way, opportunities for feedback become limited. Communication is also controlled when people are given opinions rather than asked for them. When a leader asks a question and quickly answers it, he is controlling the acceptable

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The Impact of Control

When I feel controlled, I feel distrusted. I lose a sense of contribution and ultimately worth when I am no longer allowed to make my area of responsibility my own. When my work is second guessed, I feel pressure. When it becomes the norm to feel pressure, I feel oppressed. Control throws a wet blanket on a

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