What is your intention

Blog Post

Things Are Changing… Or Are They???

In today’s rapidly evolving world, we often hear about change—whether it’s in technology, workplace dynamics, or societal norms. But how often do we stop to ponder whether these changes are genuine or just superficial shifts?

One thing is clear: “don’t mistake someone’s impact for their intentions”! This is particularly relevant in leadership, where the lines between capability and vulnerability can blur in surprising ways.

The Leadership Dilemma

Even the most capable leaders often hesitate to seek support, fearing that doing so might portray them as weak or inept. I’ve witnessed this time and again in various organisations. Leaders, despite their experience and skills, grapple with the notion that asking for help equates to failure.

This hesitation stems from a deep-seated desire not to be perceived as ‘stuck, weak, or out of their depth.’ It’s a natural instinct, but ironically, this very feeling of being trapped can stifle progress.

When leaders hold back from seeking support or engaging in open dialogue, they inadvertently create an environment where fear thrives.

Misinterpreting Reactions

This leads to a cycle of frustration. Managers often misinterpret their team’s silence or reluctance to engage as resistance. In reality, it might be fear or uncertainty that’s holding them back. If your organisational culture doesn’t promote open communication and psychological safety, you’ll find that people are less likely to voice their thoughts or concerns.

Without this foundational element, real change becomes nearly impossible.

Embracing Discomfort for Growth

The truth is that growth happens outside your comfort zone. Embracing discomfort, whether it’s through seeking help or fostering open dialogues, is essential for both personal and organisational development. When leaders set the tone for vulnerability and openness, it encourages others to do the same.

So, how can we shift this narrative?

Normalise Seeking Help: Leaders should openly communicate their struggles and demonstrate that asking for help is a strength, not a weakness.
Foster a Safe Environment: Create a culture where team members feel safe to express their fears and uncertainties without judgment.

Encourage Feedback: Regularly seek feedback from your team, and be open to constructive criticism. This not only helps in personal growth but also in nurturing a collaborative atmosphere.
Lead by Example: Show your team that it’s okay to step out of their comfort zones by sharing your own experiences of discomfort and growth.

Summary

In conclusion don’t jump to conclusions about someone’s true intent