In Leadership, Good Enough is Good Enough

For the first time that I have a leader to decide whether we should work together, I always ask a question. The answer to this question gives me an idea whether we have a productive relationship. The answer is me as a career, the leader.

I ask: "Are you satisfied with the results you have now?"

It is simple, but the gap between the leaders. Given that, if the answer is "yes", then our meeting will be brief. We will continue on our way. My management methods can help the content leader, a leader of "good enough." These methods can help only if the supervisor has a strong dissatisfaction with the results of h / her to me.

To understand this, go back to basics: Leaders nothing more important than results. If you get no results, you will not be long. Someone who can get results is always waiting in line with your site. If "good enough" is good with you, you are the next best thing for someone who can not or do not have the necessary results. So, "good enough", is your enemy, "strong dissatisfaction" your benefactor.

I am not saying that it must deal with the funk strongly dissatisfied with everything and everyone. You would be a royal pain. As I said, the results are not seen as an end in and of itself, but part of a natural process for more. Dissatisfaction may not be powerful tranquilizer. It could be fun. If you want to be very dissatisfied, they should be loose, open, caring and modest. Banishing "good enough", where "strong dissatisfaction" is very rewarding, not only as the road, but to live a life.

So have a happy and strong dissatisfaction in their leadership and see the difference in interaction with others, and in the results.