One of the biggest challenges when hiring someone is envisioning the person the’ll become. There’s a lot of future perfect people. People who have the potential to become the perfect person in the perfect role if just given the right opportunity.
The problem is not doing something great – but in defining what “great” really means. Greatness is relative. It isn’t measured by a grand impact. It isn’t measured in quantity or reach. Extraordinary people are not extraordinary based on the size of their audience, but rather, their contribution.
Just because our ears are hearing, doesn't mean our minds are understanding and truly following the trajectory of conversation. The more we practice mindful listening, the more effective conversations and meetings will be.
How often do you stare at a to-do list and just try to check off the items as fast you can? It's not easy to step back and bring your opinion to the table. It might get messy. It might alter the timeline. It might be risky. But it's worth it.
You've likely seen the Wells Fargo tagline, "Together we'll go far". After over 150 years, the company remains "mission true". Imagine your company/organization 150 years from now. How will you stay true to your mission? What will your legacy be?
Will the Apple iWatch live up to the hype? Will it actually make our lives better and easier or just look cool on our wrists? What is the "why" behind the "what"?