Tuesday, February 27, 2018

My Why

This is the original TED talk for Start with Why.  If you have not seen this before, it is worth 20 minutes of your time.


Before I left my last job, I watched many highly skilled employees drop out.

These are the types of folks that employers say they want – intrinsically motivated, hard-working, intelligent, and creative.

These are people that have in-demand skills and knowledge.

The people that employers say they can’t find and there aren’t enough of.

These employees dropped out to pursue other interests in things not having to do with computers.

These employees dropped out because they were tired of the politics and the pushing and the treadmill.

Some went into real estate, or started their own business, or joined up with friends.

And if they didn’t drop-out physically, many dropped out mentally. Burned out.


Gallup’s most recent State of the Global Workplace found that 85% of workers are either not engaged or actively disengaged in their jobs.  That means that only 15% of workers are engaged at all!

And who can blame them?  A 2016 Korn Ferry study of 800 CEOs discovered

Two-Thirds of CEOs Believe Technology Will Be Their Firm’s Greatest Competitive Advantage–Nearly Half Say Robotics, Automation and AI Will Make People ‘Largely Irrelevant’

Is it any wonder that many of our workplaces have become inhumane?  We have leadership who don’t want us there.

Furthermore, many organizational cultures purposefully attract and feed on the insecurity of over-achievers.

Does anyone else see anything wrong?


When I started my business, I discovered very quickly that my ideal customer looks a lot like my friends.

These folks are middle-aged, in middle-management or are senior individual contributors, and have been around the block a few times with a few different organizations.

They aren’t success-driven, political, ladder-climbers.

They want to create cool things, serve their clients and customers well, and keep their head above water.

They are overwhelmed with conflicting and competing demands that make no sense.

They are frustrated by tasks that never end and new tasks that keep piling up along with the expectation that they continue to do all of the old stuff too.

They are concerned about the lack of opportunities for professional development and being left behind because they are too busy doing their jobs.

 

My friends deserve better.  The vast majority of the knowledge workforce deserves better.

And I am going to openly admit that I am losing patience with executive complaints that they “can’t find people.”

Chances are, what you want is under your nose and desires to become that person.

Are you going to give them the time, space, focus, and opportunities to become the people you claim you are looking for?

Are you valuing what you already have?


My personal “why” (in the format: To ___ so that____)

To use my personal experience so that I can support others and help them find personal success in whatever environment they find themselves in.

And if that means helping them flee, I’m cool with that.


Do you want to reduce your current level of overwhelm?

Subscribe to the newsletter and I will send you a free PDF to help you with personal prioritization.

I hope you can join me on this journey! 

 

 

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