Post by mstjuste on Apr 29, 2021 16:20:25 GMT
What struck you most about the readings and video?
I know what struck me most is seeing what’s been holding me back from the following list:
• Competence challenge – I’ll do it wrong or be bad at it, or I don’t know how to do it
• Faker syndrome – everyone will know I don’t know what I’m doing, they won’t take me seriously
• Lack of authenticity – that’s not who I am
• Fear of the outcome – it’ll be painful or hard to do
• Frustration – why should I have to do this
• Likability – people won’t like me if I act like this
• Habit – it’s easy to do things the same was as always, and it takes work to change
In my case, it’s been the following three:
Competence / Credibility – I constantly have an inner conversation regarding my credibility. To me it’s always been associated with someone crediting me with a document or official symbol indicating that “I am now credible in this area.” It doesn’t matter that I’ve done this work for 20 years. It matters that someone says I’m good at it or an expert and deserve the acknowledgment. Without that, I silence myself in a room of “experts” despite my insight and the credibility and substantiveness of my insight.
Likability – I spent most of my life as a pastor’s kid learning how to make everyone like me. When I started working in corporate America, I learned that nice guys finished last. Then I confused authenticity and commitment with likability and acknowledgment. I realize now that it is more important to help someone succeed, than it is to be successful at making people like me enough to do what I say. Now, I care what you think, but my commitment to your success and end result, trumps my need for you to like me. This is still a work in progress. What stops me here is the Competence/Credibility piece.
Habit – I’m open to being challenged, coached and even stretched. But, the reality is, it’s more of a stretch for me to challenge myself than to have anyone else challenge me. Tell me what you want me to do, and I’ll go for it because I know I’m committing to you. Tell me to challenge myself… it’s more like shoulder shrug, challenge myself to do what? Who am I to think I can go beyond what someone else sees in me? The habit for me is trusting others to create a system and following it. Sometimes, making suggestions that are safe and achievable to tweak but nothing more. Breaking the habit looks like, thinking hard about an area that needs work and trusting that my ideas are valid enough, credible enough, worth the risk to take a chance on and move with. To be honest, the PDSA that we did helped me “think out the box” and challenge this habitual way of operating. It made me even more aware of what managers have seen in me which is that my ideas and perspectives are credible, they matter and could potentially make a difference.
Stepping out of Habit for me is “risky” but I’m willing to stretch.
The videos were straightforward, but the reading and what I shared above is what really hit me.
Were there things with which you disagreed?
I had no disagreements with what I’ve read. Simply, head nods in agreement to the benefits of stretching and how that could really help an individual and eventually their team/organization.
What do you want to get out of your STRETCH ASSIGNMENT?
I want to come out of this assignment with CONFIDENCE in an area that I haven’t had confidence in.
Reflecting back on your 360 results, your current leadership skills and areas where you need to learn and grow, what kind of stretch assignment will serve you best?
Based on my 360 results the kind of stretch assignment that will serve me best will be one of the following three:
1. Leading a team project or PDSA (with clear guidelines of the goal)
2. Giving insight or taking initiative in a project or area that could use my contribution (e.g., iWork campaign)
3. Be placed in a position where I have to give honest, constructive criticism and feedback
I know what struck me most is seeing what’s been holding me back from the following list:
• Competence challenge – I’ll do it wrong or be bad at it, or I don’t know how to do it
• Faker syndrome – everyone will know I don’t know what I’m doing, they won’t take me seriously
• Lack of authenticity – that’s not who I am
• Fear of the outcome – it’ll be painful or hard to do
• Frustration – why should I have to do this
• Likability – people won’t like me if I act like this
• Habit – it’s easy to do things the same was as always, and it takes work to change
In my case, it’s been the following three:
Competence / Credibility – I constantly have an inner conversation regarding my credibility. To me it’s always been associated with someone crediting me with a document or official symbol indicating that “I am now credible in this area.” It doesn’t matter that I’ve done this work for 20 years. It matters that someone says I’m good at it or an expert and deserve the acknowledgment. Without that, I silence myself in a room of “experts” despite my insight and the credibility and substantiveness of my insight.
Likability – I spent most of my life as a pastor’s kid learning how to make everyone like me. When I started working in corporate America, I learned that nice guys finished last. Then I confused authenticity and commitment with likability and acknowledgment. I realize now that it is more important to help someone succeed, than it is to be successful at making people like me enough to do what I say. Now, I care what you think, but my commitment to your success and end result, trumps my need for you to like me. This is still a work in progress. What stops me here is the Competence/Credibility piece.
Habit – I’m open to being challenged, coached and even stretched. But, the reality is, it’s more of a stretch for me to challenge myself than to have anyone else challenge me. Tell me what you want me to do, and I’ll go for it because I know I’m committing to you. Tell me to challenge myself… it’s more like shoulder shrug, challenge myself to do what? Who am I to think I can go beyond what someone else sees in me? The habit for me is trusting others to create a system and following it. Sometimes, making suggestions that are safe and achievable to tweak but nothing more. Breaking the habit looks like, thinking hard about an area that needs work and trusting that my ideas are valid enough, credible enough, worth the risk to take a chance on and move with. To be honest, the PDSA that we did helped me “think out the box” and challenge this habitual way of operating. It made me even more aware of what managers have seen in me which is that my ideas and perspectives are credible, they matter and could potentially make a difference.
Stepping out of Habit for me is “risky” but I’m willing to stretch.
The videos were straightforward, but the reading and what I shared above is what really hit me.
Were there things with which you disagreed?
I had no disagreements with what I’ve read. Simply, head nods in agreement to the benefits of stretching and how that could really help an individual and eventually their team/organization.
What do you want to get out of your STRETCH ASSIGNMENT?
I want to come out of this assignment with CONFIDENCE in an area that I haven’t had confidence in.
Reflecting back on your 360 results, your current leadership skills and areas where you need to learn and grow, what kind of stretch assignment will serve you best?
Based on my 360 results the kind of stretch assignment that will serve me best will be one of the following three:
1. Leading a team project or PDSA (with clear guidelines of the goal)
2. Giving insight or taking initiative in a project or area that could use my contribution (e.g., iWork campaign)
3. Be placed in a position where I have to give honest, constructive criticism and feedback
