We all have bad days – even weeks. How do you know when it’s a you vs. them problem?

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It’s never a you vs. them problem. It’s always a you and them problem. In every relationship challenge there are always two sides. When facing a relationship problem, the accountability approach asks: “How am I contributing to the problem I am complaining about?” This question implies a commitment to look at your side of the issue.

While the other person is also contributing to the problem, all you can control is your side of the street. It’s not necessarily 50/50, but there is always something you can learn and do differently. This replaces blame with personal responsibility and understanding.

How do you know when it is time for a change in your life or career?

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Signs to watch for:

  1. Lack of motivation
  2. Feeling unfulfilled
  3. Lack of growth opportunities
  4. Feeling undervalued and unappreciated
  5. Stagnant skill set – your skills are underused
  6. Negative, toxic work environment
  7. Work-life imbalance
  8. A gut feeling that you’ve evolved into the wrong place

These are emotional signs that indicate a need for a change, but they don’t necessarily mean it’s time to exit a career, a job, or a relationship. They could very well be telling you that it’s time to wake up and change the way you’re thinking or acting.

A process for using these signs to guide your choices:

  1. Pay attention when these indicators surface.They are telling you it’s time to change.
  2. Carefully reflect on what changes these indicators are guiding you to.
  3. Talk it through with a trusted confidant, coach, or confidant.
  4. Ask what you need to learn and change. If you don’t learn what you are meant to learn, count on meeting the same problem in the next environment you find yourself in. Geographic cures tend not to produce long-term results.

hashtag#change hashtag#reflection hashtag#accountability hashtag#growth hashtag#authenticity

Why accountability and empowerment are inseparable.

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Accountability is usually understood in terms of holding someone accountable. But what if we, ourselves, embraced being accountable for the benefit of our relationships, families, and organizations?

Empowerment is usually understood in terms of “giving power” to someone. But what if we, ourselves, embraced empowerment as taking accountability to create an organization where you enjoy working and which serves the greater good?

This means that accountability and empowerment are inseparable. Rather than being “granted” by someone else, they are virtues that come from within.

“Power Corrupts, Ultimate Power Corrupts Ultimately”

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I once met a CEO who never promoted anyone until they spent a minimum of six months volunteering in a charitable organization. She understood that when working with volunteers, titles mean nothing. “If you can’t inspire and influence people without a title, there’s no way I’m putting a title in your hands.”

Here are six ways to help ensure that power doesn’t corrupt you:

  • Surround yourself with people who will be brutally honest with you – and listen to what they say.
  • Assume you are never the smartest person in the room. Adopt a growth mindset and recognise that you can learn from everyone.
  • Expect the same from yourself that you expect from others.
  • Be open to challenge and constructive debate.
  • Create an open and transparent decision-making processes, and insist that people be involved.
  • Own your mistakes, seek feedback, and make amends.

Whether power is bestowed on us by the trust of others or by added responsibility, it’s critical that we stay conscious and alert to the warning signs of when power can blind us in our ultimate accountability to be a leader with strong character.

How Do You Know If You Are Drunk On Power?

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In 2020, Michelle Gibbings, from LEADERONOMICS, wrote a great article entitled, Four Warning Signs That You Are Drunk On Power. https://lnkd.in/gs5kSAZh.

Gibbings lists four warning signs:

  1. The leader thinks their rights and needs outweigh those of others and so their decision making is all about what works best for them.
  2. The leader stops listening to the ideas and opinions of others, believing that their knowledge and insights hold more weight and value than others.
  3. They ignore feedback from people seeing it as unhelpful and irrelevant, rather than reflecting on what is driving the feedback and what they may want to adjust to be more effective.
  4. They believe they are smarter than others and have little more to learn, and so they stop seeking out new ideas and diversity of thought.

What I’ve learned from the best leaders over the years is that titles don’t give you greater power. What they give you is greater accountability.

Canadian leadership team from Doka

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Earlier this month, I had the extreme pleasure of spending some time with the Canadian leadership team from Doka, an amazing company with incredible leaders from around the world.

I had a wonderful experience for three inspiring days as they demonstrated passion, accountability, authenticity, and a high level of engagement.