If you grew up playing sports or played sports at any level, you will understand the connection of “WE vs. ME.” However, even if you did not play sports, you will also understand, because, at some point in your life and/or career, you most likely have experienced selfish people. Perhaps it was your previous supervisor? Or, maybe selfishness was embodied at an organization you worked for? Perhaps, it was even you?
I grew up playing sports. If you could shoot it, throw it, kick it, etc. I played it! I went on to play Division 1 College football and a few years in the NFL. However, it was not until I was about five years into my past career that I realized a strong parallel. When you are an athlete or just growing up learning how to compete, it is all about you. By pursuing the pursuit of excellence, we can sometimes indirectly create “ME” machines. How can I get faster, stronger, more significant, increase my skills, increase my sports IQ, etc., the list goes on and on. The problem with this is that we are creating an internal dialogue that is centered on “all about you”.
Although I have played on teams full of selfish teammates, I also played on a few teams made of selfless people. Sometimes in sports “the machines” are a bit more prevalent and defined. However, we can use this sports analogy to apply this concept to corporate America, too. There are selfish and selfless employees, supervisors, managers, leaders, etc.
There is little difference between college and professional sports and the corporate world regarding the “WE vs. ME” concept. There are a lot of “ME” machines in corporate America today.
How to spot or identify a “ME” machine in your organization:
They refer to themselves in the third person frequently
They may use “I” a lot in written or spoken dialogue
They may be the hero of their own stories frequently
They may have extremely low self-awareness
Their ability to connect emotionally with others could be poor
They may not take the time to get to know their workforce
How to spot or identify a “WE” machine in your organization:
They will be intentional about connecting with others
Great listeners
Use “we” a lot in written or spoken dialogue
Their self-awareness is strong
Team orientated
Taking initiative
How to adopt the “WE” Mentality:
Increase your awareness of your Emotional Intelligence
Put your team and clients first, as much as you can
Make it a habit to ask what needs to be done
Listen with intentionality, and not simply respond or be heard yourself
Self-care is a must to increase and maintain a high energy level, so you can give more to others
Be available
So, as you head into work today, go to that board meeting, present that report, or even just listen to a co-worker, I challenge you to increase your internal/external awareness and reticular activating system (RAS). By practicing this internal ideology for a few months, you’ll be on the road to becoming a “WE” MVP.
Hope this message finds you well. Trust that you all are engaging your personal leadership development growth. Look forward to connecting on coaching calls or anytime coaching...pick up the phone and call or email.
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