10 Reasons You’re Always Pushing People

Slackers want something for nothing.

Talent yearns for opportunity.

In between, discouraged middlers slave away.

Push slackers and they’ll despise you. Push talent and they’ll thank you. Middlers are development opportunities.

what others desire for themselves is more important than your desires for them

10 reasons you’re always pushing people:

#1. High expectations drive you. It’s your nature. You always push yourself and you push others. The dark side drive is constant dissatisfaction.

What others want for themselves is more important than what you want for them.

#2. Fear of failure growls from the shadows. You run from the darkness and run over people. It’s better to “run toward” than to “run from”.

“Running from” is fear. “Running toward” is drive.

#3. Over or under involvement drains drive. Over-involvement suggests lack of trust. Under-involvement suggests the work doesn’t matter.

#4. You scare people into conformity. Intimidation hears yes, but ends up pushing people.

Intimidation is a short-term strategy.

#5. Skillsets are deficient.

People give up when results aren’t good enough and improvement seems unlikely.

#6. They don’t like their job, but can’t get out.

  1. Redesign their job.
  2. Reassign their responsibilities.
  3. Manage them out with kindness.

#7. Priorities are blurry. They don’t know what you want. Worse yet, they don’t know what they want for themselves.

Ask, “Where does this fall on our list of daily priorities?”

Don’t use the distant future to motive present performance.

#8. Blind spots block growth. They don’t see what’s holding them back.

  1. Turn conversations back to them, when you hear blame.
  2. Stop repeating “good” behaviors that produce poor results. If it isn’t working, it isn’t working.
  3. Perform a 360 degree assessment. When people can’t see themselves, the voice of others may help.

#9. Commitment levels are misaligned.

How committed, on a scale of 1 to 10, are you to this task, project, or initiative?

#10. Silence validated poor performance. No one invited the elephant to dance. Or, there was talk without follow through.

What causes leaders to feel they are constantly pushing people?

What should leaders do when they see themselves constantly pushing people?

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