The new plan won't do what the last one didn't.
The plan was never the variable. The system that determines what happens to the plan is.
More issues
Your Over Functioning is a Problem
You all know the scene. As the leader, it's time to interrupt someone on the team and ask them for an outcome that may create pressure, or at least discomfort. There is a widely used, universally accepted way to do this. Drop the news. Lay out the case.
Jim Collins Says He Got Lucky With Good to Great. He's Wrong. Here's Why.
The more accurate read: the breakthrough was inevitable, and a function of math not luck.
Good to Great didn't happen because lightning struck where it was unlikely to strike. It happened because Collins put lightning rod after lightning rod in a place where lightning storms would occur often
The Selfishness of Taking On Too Much and Precisely What To Do About It
Taking on too much doesn't make you a hero. It makes you a liability. And the most dangerous version of this is when you don't even know you're being a - sorry - pain in the ass.
You show up late. Cancel last minute. Ask the
How to Know When Persistence Is Good, and When It Is Bad
Quitters and persisters both have it wrong.
Here's why: culture reads persistence as character. But it's not. Persistence is just arithmetic. It's just repetition. It's just a blind multiplier.
So the persistence = character read has us blindly doubling down on plans that
The 52nd Rep
Sam Parr emailed Tim Westergren 52 times to get him to speak at an event. Most people would view the first 3 silences as rejection, never mind 51.
I don't know Sam. But a pattern I've noticed with dozens of leaders leaves me confident his 52
The Crisis You Shouldn't Resolve
There's a type of crisis you should leave to do its work.
Not the strategic initiative that isn't moving. That's your problem to solve, and fast.
The one to let stand: when your team is not meeting its own standards (beyond yours), and they
The emotional system of the leader
Do you protect your people? There's an unexpected downside.
And it serves as an example of the hidden effects of a leader's emotion system on their team.
Protecting your team looks and feels noble. You act as a buffer and shock absorber so they don'
Who Says No to You?
Last week the CEO of McDonald's posted himself tasting his own burger and called it 'product' in a video gone viral for all the wrong reasons. Three million people watched. His team didn't save him from himself. Would yours save you from you?
No
Goals Can Be a Form of Self-Harassment
Naval Ravikant said a goal is a contract to be unhappy with yourself until you get what you want.
I'd say it's a contract to be unhappy with yourself until you get what you think you want.
Productivity culture treats goals as inert instruments. Tools you