What Leaders Refuse To Take Responsibility For That Causes Their Productivity To Crash Abysmally
How Taking True Responsibility For This One Thing Will Dramatically Change Your Organization
What Leaders Refuse To Take Responsibility For That Causes Their Productivity To Crash Abysmally
How Taking True Responsibility For This One Thing Will Dramatically Change Your Organization
Written by a human, for humans, always.
One of the things that is often talked about in different leadership circles...
Is productivity.
There is this constant call and desire to increase productivity.
Programs and systems that claim to help.
But over and over again...
What I see...
Are organizations that are utterly failing in their productivity potential.
Not just from a numbers perspective...
But from a psychophysiological perspective.
How do I know?
I’ll get to that in a second.
Let me first ask this question...
What is your responsibility as a leader?
There will be many different types of answers that you can give...
Individual functions within whatever your team or organization does...
But really, it comes down to one thing...
Uniting your team to achieve a goal, as quickly as possible, with the least amount of resources required.
That is the theory, at least.
But if you actually look at what most leaders actually do...
They fail to reach their goals...
Their timelines are constantly missed...
If they haven’t given up on a timeline altogether...
And they claim that they need more and more resources...
Which are usually either denied...
Or eaten up without any real further results attained.
This means...
Most leaders are absolutely failing on every front.
What leads to this?
It can be summarized in one phrase that many leaders say...
And many more follow without realizing it.
“Leave your home life at the door.”
Now, the essence of this is what is actually problematic...
And reveals what leaders refuse to take responsibility for...
The overall health of their employees.
Leaders usually expect to only have to take part in their team’s and organization’s “work stuff”...
But this ends up becoming the problem that causes leaders to fail.
Now...
I am not saying that “you,” as the leader, need to be the individual to “directly” solve others’ problems...
Especially if those problems are not within your “scope of practice”.
But...
You absolutely need to be aware of those problems...
And if you want to have greater success as a leader...
You need to help people find real solutions to those problems.
Why?
Because when it comes to psychophysiology...
There is no such thing as separation between “work stress” and “life stress”...
There is only stress.
If someone has work stress...
It will impact their home life...
And if they have home life stress...
It will impact their work life...
And these will combine together in ways that will impact a person’s productivity potential...
Period.
How bad does it get?
Well, if we look at psychophysiology...
And we are “generous” in how we analyze it...
We look at today’s workforce and find that over 80% of the workforce...
Including both leaders and their teams...
Is in a state of burnout.
Burnout is a state of chronic dis-stress where the body begins to literally tear itself apart to attempt to meet the demands being placed upon it...
Which means it is caused by the continued state of total stress from both “work” and “life” stresses combined.
Based on the research...
Our productivity potential in burnout...
Drops to 5% or less...
And can and does go into negative productivity...
Frequently.
What this means for a leader...
Is that if most of your workforce is in burnout...
And they are working at their physiological best...
Which is rare...
You are losing “at least” 95% productivity...
And likely significantly more than that because of high chances of negative productivity...
Aka you are “losing” over 100% productivity as your team or organization begins to move backward...
And the fact that when multiple people with burnout begin to operate in the same physical space...
It becomes “Group Burnout”...
Where the negative results become exponentially worse.
This can easily explain how you can add more resources, tools, and people to a team or organization...
But get no better results...
Or worse results.
Adding more fuel to the fire just makes the fire worse.
What makes this even worse for leaders...
Is how much time of “true” recovery is needed to overcome burnout.
Based on the research...
To fully recover from “light” levels of burnout...
An individual needs “at least” 3 weeks of recovery.
For deeper levels of burnout?
Possibly over a year.
This is why “vacation” is not the solution...
Nor will it ever be the solution.
Now, if you actually understand what “recovery” means...
You can still be productive “and” recover properly over this time...
“If”...
You do it correctly...
Which most organizations have no clue how to guide people to accomplish...
And requires vastly more than “time management” and “meditation”.
If you fail to take “some” form of responsibility for the overall health of the people on your team...
Inevitably...
It will directly impact the state of what your teams and organization are capable of accomplishing.
Our VQ determines the heights of our IQ and EQ...
Or our Vitality Intelligence sets the upper limits of our Emotional Intelligence and our Cognitive Intelligence.
If your team and organization’s VQ deteriorates...
And you do nothing about it as a leader...
Their IQ and EQ will also begin to deteriorate...
And there will be nothing you can do as a leader to prevent the catastrophic results that will ensue...
Unless...
You begin to take some responsibility for people’s health.
Again...
This does not mean you should do something that is outside of your professional abilities...
You should not be diagnosing any medical conditions...
You should not be providing marital therapy...
You should not be acting as a nutritionist for your team.
But if people are in your team and organization who are having these challenges...
You can have lists of resources for them to pursue...
You can be a decent human being and check in with them to see how things are going...
You can create deals with other organizations that will help your team and organization get access to these needed resources more easily...
You can discuss someone’s stressors in life and see if you can help them come up with a plan for how to approach their stressors...
There are so many things that you “can” do...
And if you refuse to do any of them...
You can only blame yourself as a leader for failing to take some form of responsibility for helping the people you lead.
However...
If you, as a leader, take even just a bit of time to work with people through their real challenges...
I have worked with leaders and organizations...
That dramatically changed over a few months...
Simply by doing this...
Increasing their productivity significantly all along the way...
Solving larger problems...
With more individuals taking on greater responsibility by choice...
And getting better results.
To Your Sageship,
Cody
P.S. - It can be Difficult to Figure Out How To Achieve…
Stress Optimization
Psychophysiological Freedom
An Exemplar Wayset
If you want Aid on the Path to Sageship, let me know - I’ll be Your Coach and Guide.
Just Send Me A Message.