Pessimists can’t lead. Leading is the practice of restless optimism.
Contentment that induces slumber degrades you. Accept your present. Stay hungry to improve.
“Show me a thoroughly satisfied man and I will show you a failure.” Thomas A. Edison
Passion is optimistic discontent.
Push limits before setting limits.
Over-commitment is inevitable for aspirational leaders.
“…only those who will wish to go too far can possibly find out just how far one can go.” T.S. Eliot
Manage excess; don’t avoid it.
Over-commitment is a gift. Expect it. Use it. Don’t beat yourself down because of it.
Problems persist because we prefer comforting stories over painful realities.
Leaders tell soothing stories that prolong problems.
“I care more than others,” excuses micromanagement.
“I have high standards,” hides a critical spirit.
The best thing you can do with thorny issues is dig them out before they fester.
Big change is easier than small. Gradual change prolongs distress when situations are painful.
A hard “no” is easier than “maybe.” Decisive transitions draw a line. Gradual changes creates complexity.
Big change simplifies life when refusal is required.
Bold moves create clear breaks.
Here’s when big change is easier than small…
Don’t expect the person who needs to change to change.
In the real world, people who need to grow the least end up changing the most.
You’re open. You care. You’re flexible. You’re the perfect candidate to contort yourself into a box to accommodate Mr. Status Quo.
Dear Dan,
I’ve certainly been guilty of using pressure tactics in the past to get results out of my team members.
I’m curious, how should I express to a team member that I’m deliberately challenging for the sake of their growth, that they are being pressured for a specific reason?
How to Challenge People
