Through second half of 2019 , I experienced lot of open ends around me. It was related to everything from not feeling well , to meeting deadlines & managing expectations. I had started to miss my runs and schedule. I was beginning to stress over all & how things were going to unfold.
Realization : It was time to retrospect!
I am still in early phases of this , but I wanted to share one of the dimensions that I am trying to put in place related to power in letting go ! I realized that balancing aspiration , controlling all tiny details and continuously structuring was leading to what I call over-indexing! From what I have read and observed , continuity can only be maintained if we focus on what we are doing and when our part is done then shift it into background and / or move on to something else.
As leaders you might be thinking about tomorrow or yesterday as it pertains to the topic at hand but as you do so , keep following things in mind:
Having a Clear Goal
Be clear of the goal you are trying to reach and differentiate between what “snaps-you” versus what is the actual “pain”. Having that in mind allows one to goo little deep in defining goals and objectives that are more sustainable and avoids us to slip in chaos. This way you may be able to iterate for longer duration.
If this is not the case it will lead to many starts & stops thus creating higher involvement towards delivering purpose.
For you as a leader to operate with more bandwidth given multi-tasking is necessary evil , setting operating boundaries and see that the network effect takes care to connect you to the goals with others around you. We talk about connected world but then suffer to operate with our personal baselines in attempt to move faster. Establish accountability & coach people to exercise their judgement.
Do not benchmark everything centered around yourself as leader. You will never be able to let go if that remains the case.
Informal & short-run feedback
Improve your ability to give feedback to your network so that it improves its efficiency to collaborate & deliver results. Over sustained period of time feedback loops activate creativity at problem solving and thus aid towards a broader balancing act in the system.
As a person , you need to trust the network or else you would not get into cadence of letting go.
Coach To Lead
If by any stretch one deems himself to be in leadership position , the onus to find and groom people to lead is very pertinent. This is not very easy and will not come fast. It is time taking & involving exercise. If the network around you has to respond to future then we need more from within to lead and carry the weight.
It is matter of time , when you as a leader will start feeling the pain of not having focused on this , thus creating a pull back effect – an impediment towards our desire to let go.
Hope this helps current and future leaders to create a healthy balance that helps to practice the power of letting go . I am personally trying to put these in action as I realize life is a marathon and not 100-meters dash!