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
It is sad to see how leaders suffer under the weight of being questioned, challenged, and occasionally held accountable. It is our duty to protect bosses from all discomfort.
Office politics (in many organizations) is the art of protecting leaders from the real world.
Here’s how to use office politics to protect the boss.
Dissatisfaction drives decisions.
Agreeable leadership teams make lousy decisions.
If everyone is thinking alike, no one is thinking.
“The first rule in decision-making is that one does not make a decision unless there is disagreement.” Peter Drucker
More…
Lousy leaders use pressure tactics and call it leadership. They disguise manipulation as motivation.
Pressure tactics are self-serving strategies used to get what you want.
Don’t let jerks make you feel small.
Here are 7 ways to respond to pressure tactics.
