John Crnokrak & Associates

How to be


Failure is an Orphan

I’m convinced that failure should set the table for one’s learning! One of the biggest challenges/roadblocks I believe today in any organization is “fear” and most likely it starts with fear of failure. I suggest the first thing those of you reading this blog should ask yourself is ,”How am I reporting and discussing real or perceived crippling issues, I feel are hindering me to move forward positively?”

I’ve come to the conclusion many people today feel they are not worthy unless they are successful. To me, success does not  establish our worth! Also dissidents can drive us away from things; it’s a conflict of people’s opinions/actions/chemistry/disagreements and dissension that add to various people’s fears and anxiety.

After 50 years of experience functioning in various organization and at top management levels, I have come to the conclusion in various walks of life there are high achievers who at times have a tendency to believe they are complete fakes. To the outside observer, these individuals appear to be remarkably accomplished; often they are extremely successful leaders. However sadly, they consider themselves less than successful and sadly some view themselves as frauds.

It’s time to ask yourself, am I setting non achievable goals and abandoning any attempt to have a work-life balance? I have seen much of this throughout my lifetime in the business world taking place. Some of the ensuing self-destructive behavior I have seen in very bright people includes, procrastination, abrasiveness and the inability to delegate. Where do you stand in these three categories?

Another challenge for many top executives is poor listening skills, as well as a tendency to micromanage which are syndromes also. These skills can definitely dent staff morale. I always tried to explain to those I was fortunate enough to work alongside and lead, that anxiety over performance can be self-destructive. Could you possibly be on a tract to self-destruct?

All top managers and employees must understand clearly that it is important to learn criticism comes with responsibility. I remind new manager/leaders that they should not compare their work unfavorably with long serving senior executives. Such a comparison is unrealistic and unfair to any individual. Also, of great importance, every individual in an organization and a team, need to understand some mistakes are inevitable!

Confidence is so important for everyone in every aspect of their life. To allow fear of any source to take control of your life can be devastating to some. Never forget most of us suffer adversity at sometime in our life. However if we want to test our character, give us power. The way any leader/manager handles power conveys a great deal about the individual. We all know power can corrupt!

Comfort has and continues to be the enemy of “change”and too many times many people do not want to leave their comfort zone. The comfort zone which some people live in are the area/arena of activities they have often done, which allows them to feel comfortable. A good leader/manager should be on the lookout to understand and assist these team members. It is important to open up dialogue and influence them to look within and discuss openly how the leader/manager can help them feel more confident and less fearful’ and become even more successful

Never forget when we do something new, something different, we push against the elements of our comfort zone. Thus if we do the new things often enough, we surely will overcome the fear, and our comfort zone begins to expand. We need to remind ourselves that when we expand in one area it expands other areas as well. When we succeed, our confidence and self-esteem increases. Then we take that confidence with us on another endeavor.

It’s time we all learn how not to give into our comfort zone, and not let our comfort zone shrink to the size of our home surroundings. We all have to work to exist and survive in these challenging times. so as you move forward daily leading others. keep in mind, strive for adequate information for a decision that must be made. And adequate information for decision may include:

* A list of options to be considered * A list of pros and cons for each option * Values important to making the decision *  Relative importance of each value * A recommended decision with reasons for the recommendation.

By following this process it can help you and those you lead feel more comfortable in the decision-making process. Also it will help remove a great deal of fear when people are included in the decision-making process.

Enough for today, I’m getting the feeling I’m starting to ramble. Merry Christmas/Happy Holidays and a Happy New Year to my readers.

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