An old adage tells us that “if you wait to drink when you’re thirsty, you’re already dehydrated.” Modern wisdom, and biology, challenges this by saying that thirst is the body’s way of telling us we need water, so it’s in fact ok to wait until you reach the point of thirst.
But why wait until the need is so great? What might you miss out on by not proactively nourishing your body (and mind) with what you know it needs?
Why wait to have the conversations you know you need to have?
In a pretty complex world, we’re often looking to simplify in small ways: organize the apps on our phone, consolidate our accounts, or pick up the phone instead of sending a long email.
To focus on the small stuff is to simplify everyday behaviors that can over-complicate life. Everything can be broken down to a smaller form, and the small stuff is much easier to tackle than the big stuff.
Think about the last time you made a big plan in your personal or professional life. Perhaps it was a new year’s resolution, a 3-year strategic plan or a big trip.
I’ll never forget the first time I took on a management role. I remember being mostly concerned with when review cycles take place, what the vacation policy was, and where is that form for approving a new laptop? I figured if I created a nicely formatted checklist, I'd be good to go.
Then I realized that this management thing was personal.
Apparently, everything is “culture.” Organizational culture made itself such an all-inclusive catch-all, that it’s lost it’s meaning entirely.
What kind of perks does your company have? Culture.
What are the company values? Culture.
How do people get promoted? Culture.
Companies want to change their culture now more than ever. But nobody knows what culture really is and how to “fix” it.
Most people want to be known for something. When you’re a leader or a manager, you have broader visibility in the organization, and so you want that “thing” to be a good one. You want to be beloved and respected by your team.
“There is only one thing in life worse than being talked about, and that is not being talked about.”
Everyone gets “triggered” by something in the workplace. Whether you feel like you aren’t receiving all the information, or you dislike someone’s communication style, triggers are different for everyone and usually incite a strong emotion like anger, frustration or disappointment.
The experience of being triggered has three general steps: an outside force or action, an internal emotional response and then an external reflex. With greater awareness and mindfulness of the action and the response, you can manage your reflex, because the reflex is what’s actually in your control.