Last week I wrote about how to take the sting out of failure. Today, I want to share with you snipet of a speech on success and how failure drives it. It all starts with mistakes, we’re taught in school (this needs to change) that giving wrong answers and making mistakes is bad. And it continues on to our jobs and our daily lives, society as a whole would rather never make mistakes than to make them.
Failure sucks. Nobody likes to fail. But failure is a necessary ingredient for success. Failure humbles you when you believe you’re the best thing since sliced bread. Failure, when approached well, can be your best friend.
As a leader, how confident are you that employees feel supported and motivated around you? This is an important question for you to reflect on because it is telling in how effective you are at leading. If you believe employees are fired up when they’re around you, then cheers to you. But if employees feel lazy and passive when you’re around, you have to raise the bar; your bar.
Social media is a megaphone for everyone to speak their mind. For businesses looking to stand out, it’s hard when so many people and businesses can post whatever they want whenever they want. You have to be different and useful in some way. To overcome that challenge, as a general rule, marketers tell you to focus on just one topic and bang on about it.
Innovation is the opposite of what people think it is; it’s messy and there’s nothing glamorous about it. Anyone who’s been in the trenches will tell you that they don’t really know what’s going to happen. That’s because experience is not a prerequisite for innovation; it’s not. What you gain from venturing out into the unknown and trying to figure out a way forward is grit; you get comfortable with ambiguity.
How has your company adapted to the ongoing pandemic? From big to small the pandemic accelerated technology adoption of many digital tools by every company on Earth, those that haven’t have either struggled to do business or seen their business disappear.
Leadership is influence. Though that influence is constant, there comes a moment where every organization must disrupt itself to change the times or change with the times. When this moment comes, an organization’s culture is either a catalyst or a hidrance to change; most of the time it’s a hidrance.
