Category: Change the World

A Hope-Filled Plan

Posted on by Carl Weber

We make plans all the time.

One of best parts of coaching is helping leaders, organizations, and people make and carry out plans.

Over the years, I have noticed two distinct types of plans.

Plan type one is the safe bet. Rooted in “reality” this plan type is achievable with a little stretch, but when you dig this plan is the result of future fears, doubts, and concerns.

“You gotta be careful, we are not sure what things will be like next year. What if the business takes a downturn? What if this doesn’t work?”

I nicknamed Plan type one, the Hopeless Plan.

The Hopeless Plan starts with a laundry list of what can go wrong and assumes that all prior time not completely focused on this direction has been a complete waste of time, and there may not be enough time to try anything new or risky.

“I am too old, and should have started this a long time ago if I really wanted to do this…”

The Hopeless Plan acts like a constricting funnel of all good, cool, and creative ideas, and severely limits what seems possible.

But we have to give The Hopeless Plan a little credit since it does result in small achievements or progress.

But there is another plan type.

Plan type two acknowledges the present reality, but does not allow the same limitation.

I nicknamed plan type two: A Hope-Filled Plan.

A Hope-Filled Plan acts like an amplifier taking the history, the experience, and current resources,  combining them into a vision of the future that seems larger, possible, and exciting.

A Hope-Filled Plan is risky, interesting, and requires you to keep moving.

A Hope-Filled Plan allows you to dream and see beyond the present circumstances.

Recent examples of A Hope-Filled Plan include:

  • A mid 40’s attorney who dreamed of being a foreign service officer taking the leap to give up a successful practice for uncertainty and overseas travel.
  • A late 30’s language professor who suddenly realized they wanted to become a doctor and is starting med-school.
  • A person in their 50’s packing up and moving to a new city, without a job or a home.
  • A person too old to get back into the military traversing the process and waivers to restart a career they miss and enjoyed in their youth.
  • A 70-year-old builder of organizations taking the lead to build another one (ironically in the same area that was intended to be a retirement destination).

Plans are good.

Plans help you achieve your goals.

But choose your plan type carefully.

A Hope-Filled Plan may be what you really need and deserve.

I Do It: The lesson from a 3-year old

Posted on by Carl Weber

Meeting new people is great. Meeting this particular group was great because they are new (so you can ask a ton of fun questions and hear new stories) and they are going to be connected with us moving forward.

As I reflect it was more like holding an interview for someone who already got the job. No pressure, just getting to know one another, because the outcome is already decided.

But one member of the group stood out.

The energetic 3-year old.

His grandfather describes him as a constant joy and ever-present “investigator” of his world.

As the father of four, I can appreciate an energetic “investigator.”

What I witnessed was someone who is bold and fearless.

When faced with something new (marking his name on the plastic glass, meeting new people, deciding what food to take from the buffet) he had one motto, one thing that helped him push through any perceived difficulty or lack of experience with this particular task.

He would loudly proclaim “I Do It!” and he would just go attempt whatever task was before him.

No fear or worry.

“I Do It!”

No reflection of whether or not he had the skills needed or the right training.

“I Do It!”

No calling a meeting or scheduling a call.

“I Do It!”

No panicked paralysis pondering if it was going to be perfect.

“I Do It!”

Although each attempt or task was not perfect (the permanent marker on a new shirt serves as proof), the motto and the persistence remained.

As I watched each interaction, each proclamation, and each action I found an interpretation.

“I Do It!” really means “Hey, I am new at some of these things but have ambition and I want to be given the chance to try, fail, try again, and succeed. I may not always get it right, but that is part of learning right? We are all just here trying out things, finding what works for us, and moving on to the next thing. Thanks for giving me some space to give it a shot. I am building confidence and mastery along the way.”

Thanks for the lesson.

When I get stuck, doubt myself, and wonder how to move forward, I will remember those words.

“I Do It!”

A Changed Mind

Posted on by Carl Weber

It started out like any other goal setting session. One person was a little late. When they arrived, there was instant credibility as they entered the room. They took their seat at the head of the table.

Head of the Table.

Introductions. Head of the Table had done just about everything. They were in their mid to late 80s, held prestigious positions, made a difference, and created things. Decades of life and success.

Head of the Table. Decades of Life and Success.

The goal setting and strategic vision session began. Before too long, Head of the Table (before it was time) stated a clear and specific goal that set the stage. The goal was bold, big, and a little disruptive. You could see the goal pass through the group like a wave.

Head of the Table. Decades of Life and Success. Goal shared first, Setting the Stage.

The discussion keep moving and started to flow. There were other voices, other perspectives, other ideas. As the day progressed, there were more voices, more perspectives, more ideas.

Head of the Table. Decades of Life and Success. Goal shared first, Setting the Stage. Other Perspectives, other Ideas.

Then something happened. There was a shift. Head of the Table made another bold move, yet another surprise. Head of the Table announced that after hearing the other perspectives and the other viewpoints, their original idea was not as good, not as applicable, and not what the organization needed. They had a changed mind.

A Changed Mind.

The room energy got an immediate boost. Some of the more timid and less experienced participants (who had introduced the different ideas and perspectives) found their voice. Those voices began to participate with a new-found confidence as they felt able to share their vision of the new, the different, the better.

A Changed Mind. People finding their Voice.

As the day moved towards conclusion, the goals, the vision, and the plan started to take shape. Building a plan was not the exclusive thing built that day. Excitement was building for the new future and direction of the organization.

A Changed Mind. People finding their Voice. Building Excitement for the Future and Direction.

Thank you Head of the Table for leading the way, for staying engaged and active over so many decades, and for demonstrating to all of us the power, and impact of a Changed Mind.

#Worthless

Posted on by Carl Weber

When you work with people and companies, you hear a lot of stories.

Some stories leave you a little speechless.

They are young, talented, and are always working. I don’t mean they work a lot, I mean they are always working: weekends, nights, and vacations.

They feel a little overlooked.

They give their all, making personal sacrifices, and not getting any relief.

No real promotions, no real raises, no additional help.

They receive an increased pace, increased workload, and increased hours.

One day they are called into the leader’s office. They are told that the company sees them, and wants to invest in them. They have a future.

Hope returns.

They work harder, more hours, and more projects.

They are working on a particular project that takes a lot of time, energy, and focus.

They need to get this right.

They return to the leader’s office.

They make a case for more time, help, and assistance.

No additional assistance is given.

No investment is made in them, just a simple statement.

“You know, none of this matters anyway. No one reads this stuff.”

Worthless.

They have been told and reminded of their value.

All the hours.

All the time.

All the sacrifices.

Worthless.

It should come as no surprise, that this company is struggling with high turn-over and a toxic culture.

Ironically they are trying so hard to bring value to those outside of the company, that they forgot about the value on the inside.

What message are you sending?

Do your people feel valued or Worthless?

Does your company have a high turn-over rate? Are you driving hard for results and forgetting something along the way? Does your culture promote appreciation and value, or do people feel Worthless?

If you or your company are struggling with conveying value, contact me today.

Let’s send a better message.

Permission

Posted on by Carl Weber

I have been wrestling with how to close out a project that has been consuming my mind, energy, and emotions. The project is a risk, and includes trying to help others launch their big ideas into the world.

I have learned a few things along the way.

Taking risks is hard.

Launching ideas is scary.

Fear of failing is paralyzing.

But.

We move forward despite the resistance.

We will have doubts during the entire journey.

We will feel stuck, get stuck, and periodically wiggle free.

So.

What do you do when you are at the end of a project?

How do you end one journey and make sure it closes out correctly?

How do we move from one project to the next?

I was recently talking to a close friend and they offered a great word.

Permission.

And not just any Permission.

Two specific areas of Permission.

Permission to Rest.

Permission to Celebrate.

Permission to Rest – to acknowledge that your efforts and energy that you put into this project will require recharging afterwards and to make space and allow yourself to rest without feeling guilty, lazy, or worthless.

Permission to Celebrate – to acknowledge that you did something, created something, and made something happen, and to give yourself some credit even if it wasn’t perfect or exactly what you had hoped.

Permission to both Rest and Celebrate is difficult.

We are so “busy” that natural Rest feels like we are doing something wrong.

We are so critical and/or trying to be humble that to Celebrate feels wrong as well.

Maybe all projects should end with Permission.

Go ahead and give yourself the Permission to Rest and Celebrate.

And just in case that is hard to do, we give you Permission for both.

New Ideas

Posted on by Carl Weber

There is a problem with trying to bring new ideas into the World.

The problem is the resistance.

The resistance tries to wear you down, so you will stop trying.

At first glance you may think that the resistance is only on the outside.

Systems.

Organizations.

Power.

Resources.

Surprisingly the biggest resistance may not be outside at all.

There is a group on the inside trying to stop you.

The resistance committee of fear, failure, shame, and pessimism do a fine job of wearing you down, and shutting down the new ideas.

The resistance committee wants to keep you isolated.

The resistance committee wants you to think that your new ideas are stupid, silly, and will never be welcomed.

The resistance committee wants to convince you that the World will never embrace you and your new ideas.

But the resistance committee is wrong.

The World is waiting to embrace you and your idea.

The World has Systems that will help you get off the ground.

The World has Organizations that need your new ideas.

The World has Power to move things forward and Power to share.

The World has Resources to invest in you and your new ideas.

Don’t let the resistance committee keep you isolated.

Don’t let the resistance committee convince you that the World is the enemy.

You have new ideas.

The World needs new ideas.

The World needs you.