Confrontation or Frustration
Just thought I'd share a leadership lesson I'm learning right now.
One of the biggest mistakes teams make is verbalizing frustration about someone or something and then failing to do anything about it. That'll kill morale and create a negative culture. It's easy to be a problem person--someone who points out problems. I love solution people--people who take the initiative and find a way to put a man on the moon!
Venting feels good when you're doing it, but it fuels frustration. I know this is so basic, but as we grow larger and I get busier, I find it more and more difficult to circumvent confrontration. I just don't have time not to be straight up and straight forward. I also think there is a way for confrontation to be more affirming than avoidance. You care enough to confront. If you don't believe in someone, you don't waste your time trying to teach them or correct them.
It boils down to this: confrontation or frustration.
One or the other!
One of the biggest mistakes teams make is verbalizing frustration about someone or something and then failing to do anything about it. That'll kill morale and create a negative culture. It's easy to be a problem person--someone who points out problems. I love solution people--people who take the initiative and find a way to put a man on the moon!
Venting feels good when you're doing it, but it fuels frustration. I know this is so basic, but as we grow larger and I get busier, I find it more and more difficult to circumvent confrontration. I just don't have time not to be straight up and straight forward. I also think there is a way for confrontation to be more affirming than avoidance. You care enough to confront. If you don't believe in someone, you don't waste your time trying to teach them or correct them.
It boils down to this: confrontation or frustration.
One or the other!
3 Comments:
AMEN!
I vote for frustration, it allows you to keep on venting! Great post.
amen indeed! this lesson seems to be hitting me over the head right now too ;-)
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