Margaret Reynolds

Most leaders get it wrong. If an employee is doing 70% of their job description really well and 30% marginally or worse, what do you do? If you said, “focus on their strengths,” you were right! Most of us have a tendency to want to “fix” what isn’t right. Here is the downside of focusing on what isn’t working:

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The first time I heard the phrase “hire an athlete” was early in my career. I was working for Hallmark Cards, Inc. and my boss used the phrase. Coming from a family with a long line of athletes, I naively asked what he meant. Was he being literal? Not at all.

Hiring an athlete simply means hiring a proven performer regardless of their specific industry expertise. It means hiring someone who knows how to win. Time and time again some of the most successful companies prove that formula still works.

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We all get caught up in the gravity of day to day business–the forces that keep us where we are today. We repeat our processes, our systems “lock us in” to doing business a certain way, our training is teaching the same skills and knowledge as last year, and then we wonder why growth is so elusive. We think a good day is no hiccups.

But are we doing a dis-service to our companies if we aren’t our own devils advocate, pursuing a balance between present and future and figuring out how to do something better or differently than everyone else.

What holds us back?

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When you stop and think about it, how many of us are settling? Doing something that is acceptable or tolerable because our dream didn’t work out?

But wait, how many of us actually tried to attain our dream? Further, do you know what your dream is?

My experience is there are far too many people who settle because they don’t know they don’t have to. Or because they don’t know how to do anything else.

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This is not a news flash. We have always known that change is not a luxury of choice. Yet, we have never been in the position we are now––facing so much change all at once and at such a rapid pace. We are surrounded by it… technology, health care treatment (not insurance, an entirely different issue), generational transition, buying habits, and on and on.

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