Archive for Maxwell Daily Reader
When someone you don’t like or respect suggests something, what is your first reaction? I bet it’s to dismiss it. You’ve heard the phrase, “Consider the source.” That’s not a bad thing to do, but if you’re not careful, you may very likely throw out the good with the bad.
Don’t let the personality of someone you work with cause you to lose sight of the greater purpose, which is to add value to the team and advance the organization. If that means listening to the ideas of people with whom you have no chemistry, or worse, you have a difficult history, so be it. Set aside your pride and listen. And in cases where you must reject the ideas of others, make sure you reject only the idea and not the person.
~ From The Maxwell Daily Reader
By far the greatest obstacle to success that I see in others is a poor understanding of people. A while back the Wall Street Journal published an article on the reasons that executives fail. At the top of the list was a person’s inability to effectively relate to others.
One day I was talking to someone who was complaining about not winning a business contract that he had bid on. “It wasn’t fair,” he told me. “All the people involved knew each other, and we didn’t have a chance. It’s all politics.” But then what he went on to describe wasn’t politics. It was relationships.
Authors Carole Hyatt and Linda Gottlieb indicate that people who fail on the job commonly cite “office politics” as the reason for their failures, but the reality is that what they call politics is often nothing more than regular interaction with other people.
If you haven’t learned how to get along with people, you will always be fighting a battle to succeed. On the other hand, making people skills a strength will take you farther than any other skill you develop. People like to do business with people they like. Or to put it the way President Theodore Roosevelt did: “The most important single ingredient in the formula of success is knowing how to get along with people.”
According to noted medical missionary Albert Schweitzer, “Example is not the main thing in influencing others … it is the only thing.” Part of creating an appealing climate to grow potential leaders is modeling leadership. people emulate what they see modeled. Positive model – positive response. Negative model – negative response. What leaders do, potential leaders around them do. What they value, their people value. The leader’s goals become their goals. Leaders set the tone. As Lee Iacocca suggests, “The speed of the boss is the speed of the team.” A leader cannot demand of others what he does not demand of himself.
As you and I grow and improve as leaders, so will those we lead. We need to remember that when people follow us, they can only go as far as we go. If our growth stops, our ability to lead will stop along with it. Neither personality nor methodology can substitute for personal growth. We cannot model what we do not possess. Begin learning and growing today, and watch those around you begin to do the same.
One of my roles as a motivational teacher is to try to help people reach their potential. For years, I tried to inspire passion in audiences by going about it the wrong way. I used to tell people about what made me passionate, what made me want to get out and do my best. But I could see that it wasn’t having the effect I desired – people just didn’t respond. I couldn’t ignite others’ passion by sharing my own.
I decided to change my focus. Instead of sharing my passion, I started helping others discover their passion. To do that, I ask these questions:
- What do you sing about?
- What do you cry about?
- What do you dream about?
The first two questions speak to what touches you at a deep level today. The third answers what will bring you fulfillment tomorrow. The answers to these questions can often help people discover their true passion.
While everybody can possess passion, not everyone takes the time to discover it. And that’s a shame. Passion is fuel for the will. Passion turns your have-to’s into want-to’s. what we accomplish in life is based less on what we want and more on how much we want it. The secret to willpower is what someone once called wantpower. People who want something enough usually find the willpower to achieve it.
You can’t help people become winners unless they want to win. Champions become champions from within, not from without.
Team members always love and admire a player who is able to help them go to another level, someone who enlarges them and empowers them to be successful.
Players who enlarge their teammates have several things in common:
- Enlargers value their teammates: Your teammates can tell whether you believe in them. People’s performances usually reflect the expectations of those they respect.
- Enlargers value what their teammates value: Players who enlarge others listen to discover what their teammates talk about and watch to see what they spend their money on. That kind of knowledge, along with a desire to relate to their fellow players, creates a strong connection.
- Enlargers add value to their teammates: Adding value is really the essence of enlarging others. It’s finding ways to help others improve their abilities and attitudes. An enlarger looks for the gifts, talents, and uniqueness in other people, and then helps them to increase those abilities.
- Enlargers make themselves more valuable: Enlargers work to make themselves better, not only because it benefits them personally, but also because it helps them to help others. If you want to increase the ability of a teammate, make yourself better.
How do your teammates see you? Are you an enlarger? Do you make them better than they are alone through your inspiration and contribution? Do you know what your teammates value? Do you capitalize on those things by adding value to them in those areas?
Take some specific steps to enlarge your teammates today.