When I was a kid I hated chores. My parents asked me to do all sorts of things I detested: eat my vegetables, clean my room, come inside before dark. I simply didn’t understand. Later, I came to learn that each direction was backed by a wisdom-laden rationale. Once I understood (and agreed with) my parent’s rationale, I stopped asking, “Why?” at every instance. How does this relate to how you lead your team?
Do you feel satisfied in the progress you’re making on your goals? Like many of you, each new year I set my sights on next steps, progress, growth and achievements. I set BIG, scary goals. However, setting goals isn’t the hard part. Following through is.
Only 46% of Americans who set goals at the beginning of the year make it past 6 months. Establishing a goal review process can greatly increase your chances of following through on those lofty intentions.
Praise can have damaging effects. To a coworker, “Wow, you learned that new software fast. You’re a genius.” To your boss, “Great sales pitch, you’re a natural at working the room.” To your daughter, “Way to go Casey. You’re so smart you got an A on that math test.” To your wife, “You look beautiful in that dress, all done up.” What is wrong with praise like this?
The research of Dr. Carol Dweck, author of Mindsets: The New Psychology of Success, finds that praise centered on a person or his/her ability may actually sabotage performance.
In 2006, I announced to my friends and family that I was going to attend graduate school. Indeed, in 2007 my dad and I drove my overstuffed car of belongings nearly 2,000 miles from Virginia to Arizona where I started my graduate program. In 2010 I announced to my wife and family that I was going to start my own business. That’s exactly what I did in 2011. However, some say we shouldn’t tell a soul the things we wish to achieve.