conversations

  • Give Yourself Permission To Focus on the Journey Instead of the Destination. Here’s How It Can Fill Your Days With Joy and Satisfaction?

    During a 3200 meter race in 2012, Arden McMath collapsed due to exhaustion. Instead of continuing past her and finishing one spot ahead, fellow runner Meghan Vogel stopped to give Arden a hand. Meghan draped Arden’s arm over her shoulders, and supported her the last 50 meters to the finish line. When they crossed, Meghan ensured Arden finished before her, and in the process, ensuring she finished last overall.

    Despite being at the bottom of the standings, Meghan was a winner that day, she finished a champion. With the crowd watching the events unfold, Meghan’s sportsmanship won over many hearts. It’s a testament to how the first place is not the only way to triumph.

    Arden McMath and Meghan Vogel Finishing Their Race Together
    Arden McMath and Meghan Vogel Finishing Their Race Together

    Winning Is Not The Only Thing That Matters

    We all know that winning is important, be it in sports or life. It is, after all, the reward at the end of the race that initially attracts most competitors.

    Today I want to highlight something beyond winning, something which is even more important—the journey. As you can see in the above story, winning is not the only thing that matters. Meghan was a winner that day despite finishing last.

    You can see this in all sports. You don’t only support the best players or teams. You don’t only cheer for the winners. You cheer for the people that play with integrity and give it their all. (See an infographic with the main points of this article at the end.)

    Even those that come in last are cheered when they play the game with the right attitude. You’ll find that most sports have awards not only for winning but for many other aspects of the game. There are trophies and awards handed out for sportsmanship in almost every sport.

    Sports stars are not only athletes. They are role-models. Apart from their performance, it is their attitude and behavior that makes them so.

    It’s Not the Dog in the Fight, It’s the Fight In The Dog

    Over 50 years before Meghan helped Arden to the finish line, a similar thing occurred in the 1956 Australian National Championships.

    Runner Ron Clarke got in a tangle when another runner inadvertently clipped his heels. Clarke had been leading the race but at this point fell to the ground, and was leaped over by those runners just behind him.

    One of those to initially jump over him was John Landy. Unfortunately in his attempt to avoid Ron, John’s shoe clipped and cut Ron’s arm. Rather than continue on, John—who was a favorite for the race and expected to appear in the nearing Olympic Games—stopped to check on Clarke. After helping him up, the two continued the race. John, even after stopping to help, made up the deficit and won the race.

    But it was not the win that John was remembered for. His gesture of sportsmanship was so well-received that a sculpture of the moment was made, and remains to this day in Olympic Park, Melbourne. Clarke, in his autobiography, wrote:

    “Within seconds the whole field was jumping over me or running wide. Then John did a foolish, but a typically thoughtful thing – he came back to say he was sorry and see if I was alright. The mile title, his bid for the world record, even the approaching Olympics… all were forgotten as the champion made his spontaneous gesture to the raw stripling floundering in the cinders.”

    We must always keep our eye on the prize, but play the game with all our hearts. The reward or goal at the end shouldn’t distract us from the process of playing the game itself. If John Landy or Meghan Vogel had been too focused on the white stripe at the end of the track, it’s unlikely they would be as well-remembered or respected as they are today.

    A game well played is an attribute worth admiring in itself. And playing the game doesn’t happen in the moment of winning or losing, it happens in every moment before that. This is the reason we all cheer for an athlete who lost but gave it everything.

    There Is No Shame In Losing When You Have Given Your Best

    There is no shame in losing when you know you have given your best. In life as well as in sports, it is the spirit of the game that people admire, not just the results produced.

    If we only focus on the result, it is easy to miss the process which leads to those results in the first place. We all reveal, identify, and discover ourselves through the process, as that is where we spent most of our time.

    The finish line is a fraction of the total time we invest. When you switch from only enjoying the rewards at the end to relishing the entire process, more of your life becomes meaningful and enjoyable.

    Growth is a continuous process, not something that happens only in brief moments of time. Most of our life is spent in between the wins and the losses, the ups and the downs, and the start and the finish. Happiness is fleeting, and if you only expect yourself to be happy when you reach certain goals, it will leave you disappointed and frustrated most of the time.

    There are two reasons why our happiness from these moments quickly fades:

    • The first is that positive emotions fade after the moment of success or victory. While we might be joyous and celebrate for a time, the shine wears off and we return to a baseline state.
    • The second is that our aspirations continually grow. We don’t reach a goal and decide to completely stop. We soon turn our attention to something else. A new goal takes hold, and the struggle begins again.

    The result is that after we achieve a goal, we enjoy it for a moment before moving onto the next thing. It is part of what psychologists call hedonic adaptation, and occurs for both positive and negative events—the emotions never last, you always return to the baseline. 

    Goals Don’t Create Or Sustain Happiness

    They have value because they give us a direction, and they’re trackable and measurable. But only focusing on them places a lot of pressure on us. When we do achieve them, the positive effect is over all-too-soon. Then it’s on to the next thing, with the pressure back on.

    This is not a healthy way to live or grow. However, there is an alternative, which is to give more of our attention to the journey instead of the destination.

    For The Love Of The Challenge

    If you are only focused on what you want, the process will be an obstacle. If you think of the process as a problem, you’ll do anything to find a short cut, and get straight to the prize, reward, or good feeling, without the challenge.

    There are times when removing a challenge will help you. You use calculators and washing machines to achieve goals that you don’t want to waste your time and effort on. Because you want to save your effort for more important tasks.

    But when it comes to our most important goals, there are no shortcuts. If there were, it would defeat the purpose. Growth happens and life derives its meaning in the process. It’s what happens when you respond to the challenge, not when you reach the end result.

    Philosopher and mathematician Bertrand Russel wrote that removing challenges from life is a sure way to remove happiness, not increase it. You need the struggle, the obstacles, and the challenges to overcome. That’s how you improve and derive meaning and joy.

    Our most significant lessons and outcomes in life do not come from winning, but from giving our best in a dignified struggle. The joy of a race won or a business victory lasts only a few seconds, while the satisfaction of discovering something deep and true about ourselves lasts a lifetime.

    When you pour effort into an activity, you do so because of love for what you’re doing. When behavioral economist Dan Ariely and others had participants build IKEA products or origami, their creations were often of poor quality. But their creators loved them and expected to be paid much more for their products than anybody was willing to pay.  From an outsider’s perspective, each person’s creation could be viewed as a failed attempt, especially when compared to expert creations. But to each individual, the time and effort that went into what they built ensured they held it in high regard.

    When you’re not busy trying to compete with other people or claim a reward, and simply focus your energy on the task itself, the outcome will be positive and meaningful no matter your level of success.

    How To Change Your Perspective 

    You don’t know who you will be in the future. You don’t know whether you will even reach the destination when you’re still on the journey. But you do know who you are now, the direction in which you want to go, and the kind of effort you want to put in. Setting your sights on the future can distract you from what happens in the here and the now. Every distant goal begins with taking action now, so it is important to focus on your present actions. Winning a race depends on taking action now. 

    World-class sports stars do not just walk out on the track and win, they practice day and night for years. There is a long and arduous process that happens behind the scenes. You need similar processes and habits driving you. And you need to cherish them, even when they get repetitive or painful.

    This means changing your focus from your big goals to your system of daily habits and processes. Goals are something you go after, habits and processes define who you are. Goals are future bound, but processes are in the here and now.

    By creating habits, you can make lasting changes in the way you show up for life. Instead of reverting back to your past self when you reach your goal, you will continue the behavior. Your goal becomes another point on a journey of continuous improvement. 

    Research suggests that a simple change of perspective can help us do this. In six studies by Szu-Chi Huang and Jennifer Aaker, of over 1600 people from different cultures and backgrounds, they found that construing goals as a journey led to continuing the behavior that attained the goal. They write that:

    “The journey metaphor may have helped people think more about the actions they took during the journey, where they started out, and all the ups and downs along the way, leading to the feeling of growth. These thoughts could also contribute to an increased perception that the actions they took were instrumental and should be continued.”

    If you want to lose weight, and you succeed, there’s little stopping you from falling back into old habits and putting the weight back on. Treating the process as the most important element ensures we don’t regress after a goal is achieved but continue on the journey. 

    There is another benefit to thinking in terms of a journey—the scale of the goal is less likely to deter you. 

    Before you start on your journey, a goal that seems insurmountable might stop you from acting at all. A goal that seems easy could have you put it off. By changing your perspective and focusing on what you can do now, and what processes will help, you win even when the goal is missed

    Hence you should learn to enjoy and appreciate each moment in the journey towards the destination. Relish the challenge. When we know we have given our best, we never regret it in the end. That is success beyond success. There is no better joy or satisfaction in life than knowing you did the best you could.

    It Is The Journey, Not The Destination

    Goals are just dots on a map and often miss the story of how you got there. And everybody cares deeply about their story. You don’t skip to the end of movies or books to read about the happy ending, because it’s the process that is most appealing. It’s the difficult stuff that reels you in, the trials and tribulations, the conflicts and resolutions.

    In any story, there are unexpected twists and turns. If you’re too focused on the future, you’ll miss opportunities to do something good and meaningful now. When someone falls (like in the story I started this article with), you’ll be too concerned with your goal to stop and help them up.

    Real winners are not identified by the medals hanging around their necks, or the plaques on their walls, or their names in the record books—real winners are embodiments of qualities like determination, sacrifice, grit, integrity, effort, and heart.

    It’s how they respond to the challenge, not the final result. It’s their journey, not the destination. And right now, you’re on your journey. There will be good times and there will be tough times, and it’s what you do in each of those that count. 

    Watch the video of the story (Meghan and Arden) I started this article with below. Every time I watch it, it gives me goosebumps and leaves me a little teary-eyed. And as you can see, Meghan’s act of sportsmanship that day continues to inspire people even today.

    If that is not what success is, then I don’t know what is.

  • How to Have Career Development Conversations With Your Employees? or How to Care for Your People?

    One of the most fundamental human needs we all share is to make meaningful progress in what we are doing. At the workplace this means knowing how does the road ahead looks, and how can we learn and grow to the next milestone on that road.

    If you lead people, you can coach and guide your people on the path of future success by having what I term as Career Development Conversations. Knowing that their career progression is being taken care of freeing up mental space for people, which in turn gives them the space to do well in their current roles.

    What They Are?

    Career Development Conversations are a set of coaching conversations a leader can have to help people understand, prioritize, and act on their long term career ambitions.

    People are mostly unaware of how they can grow in their careers, and as a coach, you can help them figure this out. These conversations help provide clarity on how best to make meaningful progress, within or outside the current organization.

    Every 2 weeks I share my most valuable learnings from living life fully in my Deploy Yourself Newsletter. Sign up now to download a workbook with 164 Powerful Questions which I use daily in my work and coaching. Allow these questions to transform your life and leadership.

    1. Career Development Conversations show you “Care” for your people

    I believe one of the most important roles for a coach (and every manager is a coach by default) is to “care” for their people. And you do that by taking care of the “cares” of your people.

    Do you know what your employees “care” about, what they value or not value in life, and why? Do you know what motivates or drives them? Do you know what frustrates them?

    As a coach you can help people figure out what they “care” about. If we explore this simple yet powerful concept of “care” with our teams, it can open up a new world for them as individuals, and for us as a leader.

    2. They are Deep, Meaningful, and Long Term; but made Tangible with Short Term Goals and Milestones

    Working with various teams across continents over the last decade and a half, I have seen that people are often not aware what they “care” about, and what matters the most to them.

    Career Development Conversations are deep and meaningful to figure this out. They not only help people to be proactive in their career choices as they achieve important career milestones like promotions but also leave them with a feeling of satisfaction and contribution.

    3. They are the second-best opportunity to serve your people

    Leading by example is without doubt the primary way your people see and perceive your leadership. Any conversation or management practice will fall through if you don’t do what you talk about.

    The second best way is to continuously have these career development conversations with your people, which will create the context and form the background of everything else people do in their day to day jobs.

    These conversations can inspire people to cooperate in the face of business challenges. They help people align their own purposes with the larger collective purpose of the organization, leading to accountability and co-operation instead of conflict and self-destruction.

    “Treat a man as he appears to be, and you make him worse. But treat a man as if he were what he potentially could be, and you make him what he should be.” — Johann Wolfgang von Goethe

    What they are not?

    There are a lot of misconceptions around career development conversations since there are different definitions of them depending on the organisation you find yourself in. Let’s clear up what I mean when I say career development conversations.

    1. They are not Optional

    Most managers / leaders I have seen in different companies don’t have these conversations at all. Companies don’t realise its importance and it often takes a backseat with the focus mostly on driving business results.

    Even when they are, they are not regularly reinforced and leaders are not held accountable for them. Nobody told me about these conversations either. I have learned them the hard way – making numerous mistakes as a leader and only later stumbling upon these conversations from numerous trainings and books.

    2. They are not Performance Reviews.

    Many people and companies equate career development conversations with performance reviews, which happen on a quarterly or half yearly basis. However, what I mean by career development conversations is the total opposite of performance reviews.

    Performance reviews focus on the past. Career development conversations focus on the future.  Performance reviews focus on putting you in a box (of job expectations) and measuring you against the expectations of that box. Career development conversations encourage you to get out of any defined boxes (or job roles) and define for yourself the meaning of success and contribution.

    3. They are not Short Term.

    Career Development Conversations are long term. Think 5 to 10 years or even longer if you can. They help people envision what their career is (or can be) all about. They go beyond material milestones and successes; and empower each person to find their own meaning at work, and define the legacy they want to leave behind.

    Having said the above, and keeping that as the background context, Career Development Conversations then drop back to shorter time frames of one year and less. By working on tasks aligned with the long term context, people can find new meaning and joy in their work which wasn’t available before. Needless to say, all of this results in better business results too.

    4. They are not about the Next Promotion or Job Titles.

    Career Development Conversations can also be confused with promotion and the usual benefits that come along. I believe that while that might happen as an outcome of these conversations, they are not the end goal in themselves.

    The focus is on the continuous development of employees and their progression as professionals. The emphasis is on doing work which not only challenges people professionally but also leaves them with a deep sense of pride and purpose in your work.

    5. They are not just one of many “tasks” to be done

    Career Development Conversations should not be taken lightly by managers / leaders. They are not just one of many tasks in your role. Infact, they are your ROLE. If you are not having these conversation, you are leaving huge potential in people and your team untapped. When done well, they can cause careers to take off.

    Career development conversations should not be taken lightly. I believe every task your team member does should revolve around these conversations. These conversations will set the context of everything the team member does or does not achieve. They are to careers what oxygen is to life.

    Key Conversations

    Having gone over what career development conversations are and what they are not, let’s go over some of the key conversations :-

     1. Understand Them

    The intent of this conversation is to understand your people beyond their job descriptions. You can do so by asking and answering the below questions.

    • What is your story?
    • How did you come to where you are today?
    • What are the key moments in your life –  ups and downs, successes and failures, and how each of these events has shaped you?
    • Tell me something I don’t know about you. This question always amazes me as I find out something new about the person.

    If you think this can be hard, then you are absolutely right. Getting people to open up about their life can be a slow and gradual process as you build trust and go beyond personal barriers.

     2. Help them figure out their True North / Lighthouse

    • How do you stand out in the world that makes you different?
    • What are you good at doing? What do you believe you are the best at? What have you gotten noticed throughout your career?
    • What feels most useful? What kind of work makes you proud? Which of your tasks are most critical?
    • What bugs you? What makes you angry or frustrated?
    • What are your highest priorities in life? Where does work fit in?

    By asking some powerful questions like the above, you will help people identify their strengths and weaknesses, values, and motivations, and what makes them unique and special. For me, knowing someone as a human being is such a wonderful experience as I get exposed to the personality of the person which is normally hidden in workplace conversations.

    Helping people figure out their True North can help clear the fog of uncertainty and clearly distinguish the path or at least the direction, they can pursue in the future. This True North can be a lighthouse (of values) that can serve as a compass in difficult times.

    3. Empower Them by Preparing a Plan

    The next type of conversation is to build upon the above two and make it concrete in the form of a plan for where they want to go. Present them opportunities for future growth in the organisation based on their values and motivations, and not just on their talent and skills.

    Once you have identified opportunities that they can pursue with purpose and commitment,  support them to find training to acquire any skills they need, or in reaching the right people. Work with them to create SMART (Specific Measurable Attainable Relevant Timely) objectives, which are impactful for both the organization and the individual personally.

    Having clear objectives to achieve in the future, and also clarity about how will it help them individually as well as the organisation will empower them as they build up confidence and momentum once they start. Once they grow their wings and build up speed, get out of the way and give them space to fly. (which can be very difficult, especially in big organisations)

    In conclusion, I would also like to add that all the 3 kinds of conversations above never happens chronologically. You can jump between them as you feel fit, and it is a gradual process as you discover more and more about your people, and guide / support them on their way.

    As you discuss these questions, you also open up and answer these same questions for yourself too. These conversations are not a monologue but a dialogue. I have always found having these conversations very useful to me too, and you also end up building deeper relationships and friendships at work. And working with friends is always a breeze while working with strangers can be painful.  

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