As we mature, hopefully in a way that makes us better, we change right? We hold on to many core values, but we learn and make adjustments in how we think. We change what we do. In many people, this includes letting go of what previously gave us our core identity.
Decide to move past talking about what people are “doing” and talk about what people are “thinking and feeling.” Embrace the mindset that moves from asking “what are you working on?” to “how do you feel about what you are working on?”
Like it or not, how people are perceived, especially managers and executives in the workplace, has a significant impact on their leadership effectiveness.
Some people require almost perfect circumstances in their life to be satisfied and happy. If they have any problems, conflicts, or adversity, they are not happy. They end their day feeling uneasy if not stressed and frustrated.
If you are typically hands-off, for example using business plans to guide your organization and relying on financial reports to keep you informed, realize that you are not materially involved. You are not informed. There are issues in your organization you have little insight into.
