With the end of one year and the beginning of a new one now upon us, the typical response for many of us is to reflect on what’s transpired over these past 12 months, while at the same time looking ahead in anticipation of what’s to come in the new year.
In the case of 2016, there seems to be a common consensus that this was a particularly bad year which many are glad to see come to an end. For some, this sentiment is borne from the loss of certain musicians, actors, and artists over the past 12 months, while for others, this feeling stems from the results of various political elections and referendums held around the world.
Of course, what is interesting about these negative impressions regarding this year is that the outcomes that many use to define 2016 as being a particularly ‘bad year’ have yet to be felt. It’s only in the months ahead that we’ll appreciate how there won’t be any new performances or new creative works from the musicians, actors and other creative types who passed away in 2016.
And while the voting process for Brexit and the US presidential election was held this year, the real consequences and impact of those choices won’t be truly felt or understood until well into 2017 and beyond. In other words, the ending of 2016 marks only the beginning for the UK and the US – along with the rest of the world – as to what their choices will give rise to in terms of what the future will hold for their respective countries.
And yet, this hasn’t stopped many from looking at these events in isolation; as a reflection of what this year represents, as opposed to what they might give rise to in the months and years ahead.
This disparity between an event and its long-term repercussions provides an important reminder for leaders everywhere, of the difference between how we might see things in our organization and how our employees experience them.
Consider, for example, when your organization experiences a loss or failure like when your organization loses a key contract to a competitor despite your team’s efforts, or when a new product/service that’s been championed to be your organization’s next great accomplishment fails to deliver on that promise.
In those moments, it’s only natural that the prevailing mood in your organization will be gloomy – that your employees will feel discouraged, possibly even disillusioned because they believed in their potential to succeed.
It’s in these moments where our leadership is needed most – not simply to Click here to continue reading »”A Year-End Note Of Inspiration To Keep Pushing Ahead”