Most people won’t recommend disappointing the people you report to as a strategy for furthering your career. It’s simple: your boss or the board you report to are to be pleased by your work, not disappointed. Right? Not necessarily.
I want to share with you why disappointing the people you report to can be more efficient in garnering greater respect and demonstrating larger capacities. I call this The Art of Disappointment.
The first thing to understand is that supplying the people you report to with what they want is not a wise strategy. It communicates complacency. Yes, this strategy yields a particular kind of trust—but one that is rooted in dependability.
Merely executing on the expectations of others who hold organizational power over you demonstrates a lack of vision on your part. It means you can’t lead yourself.
Fulfilling the vision, agendas and desires fashioned by others demonstrates you’re a solid employee but not a worthy leader. Be too consistent in merely following your marching orders, and you’ll be communicating a message you might want to carefully reconsider before sharing it with the people who determine who gains new responsibility in your organization.
Now for those reading this who don’t have the ability to consistently execute on the demands handed to them, this isn’t for you. Don’t get ahead of yourself. This message is for those who’ve already spent many years delivering solid, predictable and valuable work day in and day out. While many people want to skip some steps along their professional development in the hopes of getting ahead faster, premature deployments of complex strategies can have undesirable outcomes. Consider this your warning.
But for those of you who know the heart of discipline, sacrifice and commitment and are ripe to take your professional development to the next level, this is for you:Read more
One of the most basic constructions of identity is to locate your sense of self in opposition to one side of a polarity. An example in its most basic form: you like being warm and you hate being cold. You are attracted to this, and you are opposed to that.
This may seem to be a trivial stance, however it is anything but trivial.
A polarized way of organizing or structuring yourself is a persistent challenge that stunts leadership effectiveness, limits behavioral flexibility, and chops the amount of freedom you have in half. (And unfortunately for us, none of these limitations are the biggest problem.)
The biggest problem is that these polar constructions of identity (as I call them) happen without you even knowing about it.Read more