As you work, have you ever encountered a situation and thought, “this is absurd”? It may be a cynical reaction to the situation. However, it also may be a reaction worth paying some attention to. Absurd means wildly unreasonable, illogical, or inappropriate. That’s not too far out considering what you can encounter in your work, is it? You may dismiss an absurd situation as out of the norm, let it go or try to explain it away.
Looking carefully at a situation that strikes you as absurd, could give you some valuable insights about your workplace, let you see things as they really are or help you assess whether your organization is a match for you.
“If at first the idea is not absurd, then there is no hope for it.” ― Albert Einstein
photo: stux, pixabay.com
Disappointments come in all sizes. You want to rebound productively from them or they can take you for a very unproductive ride .
Disappointment has a lot to do with expectations. It is almost impossible to have no expectations. However, adjusting your expectations can do away with unnecessary disappointments.
When you experience disappointment, take some time to acknowledge the emotions you feel and give them their due. Then, it is up to you where you take it from there. You can wallow too long in your emotion, let disappointment bring you down, go into blame or victimhood – thus preventing yourself from rebounding . Or, you can rebound by assessing the cause of the disappointment, determining if there is anything you can do about it, identifying a positive next step you can take and naming any lessons learned.
Disappointments can strengthen you and help you grow. Handle them well and they can actually serve you in your career.
photo: geralt, pixabay.com
One of the things I have dealt with in my life is an inner need for approval from others. This need resulted in my sometimes being not very quick on the uptake when someone was manipulating or harming me. Eventually, I became self-aware and could discern more easily when a person was acting against my interests or trying to unsettle me. Once I could see these situations, I then had to set boundaries. My need to please would again interfere and I would rationalize and create confusion for myself. What I was really doing was avoiding dealing with the situation.
I developed a tool to help me discern when boundaries were needed. I called it “What I Know”. It took off my rose-color glasses and helped me assess a person or situation in an intelligent way. When I encountered a problem, trouble or unease with a person or situation I would privately make a list of what I knew about the person or situation to date. Only facts were on the list – no excuses or rose-color perceptions. It worked terrifically for me from the start and still does. Some examples of what was on a list: the person had undercut me in a meeting; the person had tried to “bully” or intimidate me; the person had disregarded my input in a disparaging way; I had seen the person manipulate others. Once I made my list, I was able to put the pieces together, see the situation more clearly and take appropriate action.
The ability to keenly assess situations and people, particularly in your work, is essential to success. The “What I Know” tool perhaps can be of help to you too, as you navigate as a manager.
photo: digitalart, FreeDigitalPhotos.net
Every once in a while, it’s good to “get real” with yourself. Crisis and opportunity are times when a realistic appraisal of what is happening serves you best. Getting real involves being honest, getting back to the present moment, taking off any rose-color glasses and a bit of courage, as well.
If you were to “get real” with yourself today, what would you focus on? Is there something asking for your attention or something that is getting out of control? If so, go for it. By getting real, you move your life forward in the best possible way.
photo: winnond, FreeDigitalPhotos.net
The end of the year provides an opportunity for evaluation. There is high value in periodically stepping back and taking a look at how your team is doing. Here are some questions that may create insights:
Overall, was your team at a high level of productivity in 2013?
How did your team do with keeping focus on priorities?
What was the quality level of your team’s work?
Looking individually at each team member, would you say they are fulfilled in their work?
What are the wins your team had this year?
What challenges did they face?
Take any insights and use them to create a strategy for developing, honing and advancing your team in 2014.
“Every now and then go away, have a little relaxation, for when you come back to your work your judgment will be surer. Go some distance away because then the work appears smaller and more of it can be taken in at a glance and a lack of harmony and proportion is more readily seen.” – Leonardo da Vinci
photo: David Castillo Dominici, FreeDigitalPhotos.net