How has your organization changed you?

Shirley has been a carhop at the Keller's Drive-In hamburger joint, in Dallas Texas, for 51 years. I asked Shirley what kept her carhopping at Keller's so long, and she replied, "nothing changes and that's just the way I like it." Looking around this favorite local eatery, I had to agree; it didn't look like much had changed in 50 years.

The dream is to work with organizations that encourage delivering your best work via your gifts and talents. Rarely is it a perfect match and compromises are made to fit into the existing team. 

I respect those who have a healthy self-awareness; knowing their strengths and weaknesses. This awareness supports the ability to discern how to respond when asked to change and bend to the organizational needs. 

If the requested change is a skill worth learning and added to the professional toolbox, then it is worth pursuing change. If the new direction is not in alignment with the true self, a decision is in order. Do you compromise on your strengths or reject the decree, and go in a new direction? Author, Derek Sivers wrote that we should enthusiastically say "Hell Yes," or "No" to any decision. Sober self-awareness is a helpful guide.

I am an optimist and find joy in all kinds of work. Primarily focusing on the silver lining and how it could work out vice conducting a sober assessment of the opportunity. I can be slow to listen to self-awareness due to fear of missing out on the next rung of the ladder and attempt to be something I am not. 

Embracing a challenge and pursuing growth is good. Bending is ok, but contorting and breaking is painful.

The self-aware are comfortable with the uncertainty of pursuing meaningful change. Adhering to self-imposed boundaries offers the freedom to say "hell yes" or "no" with confidence.

Shirley has decided to live the life of a carhop, proficient in a job that offers little change and doesn't challenge her boundaries. I am getting better at discerning when to evolve, bend or pass. What is your story?

What is your impact on the organizations tone?

Consider two aspects of this inquiry; when you are in the organization and when you are away.

During the vacation season, there was a noticeable shift in organizational tone when different team members were out of the office enjoying Summer fun. Business books will raise the question of how the reader influences others while in the office. The observation piqued my curiosity to consider what the office is like when I am not around and serves as a barometer of my influence.

My assumption is you desire to be a positive contributor to the mission objectives, grow the people around you and get paid. If you start your day with the mindset, "come hell or high water, my goals will be met, and the people don't matter," personal investigation of this inquiry is timely.

You will be hard pressed to find a book in your library that encourages back-stabbing, lying, gossiping, cheating, and hurting others to get ahead. Bestselling authors and organizational experts depend on similar tactics to enhance the individual and grow the team. Elements of the world-class team include producing a great product and a workforce committed to the mission and each other.

I want the office tone conducive to each member having the direction, structure, and freedom to maximize their gifts and talents to accomplish the objectives. There should be no fear of sharing bad news or mistakes, but a willingness to bring issues to light for resolution. The team must support each other, without office politics burying creativity or stunting learning and growth. Anything less reveals leadership gaps and must be addressed. Everyone impacts the organization for good or ill, and this responsibility is realized at every level.

How do things change when I am away? Is there more laughter? Are decisions made faster or slower? Does structure remain? Is the team empowered? How do they feel supported? Am I the bottleneck when away? Is each voice heard? Is everyone depended upon and held accountable for their work?

Asking these questions and getting honest answers is scary. Scarier yet is not asking and allowing the organization to flounder in dysfunction, with you and I as the reason.

For further reading: Ego is the Enemy by Ryan Holiday