![]() If we focus on engaging the “minds” of employees by fueling their ambitions, we will not be able to truly catalyze their creativity and allow them to reach their full potential. Leaders who understand the distinction between ambition and aspiration can reflect on how they are motivating their employees to ensure high retention. ![]() Leadership Implications To Achieve Productivity Gains When our actions are fueled by a deeper purpose, our aspirations allow us to reflect on the positive impact we wish to have on the world, rather than simply focus on building our own status as is often the case when we are fueled by only ambitious pursuits. Leaders who are focused on ambition may ask their employees, “Where do you see yourself in the future?” Leaders who are focused on fuelling aspirations for employees may ask, “What inspires you and what impact do you wish to have while working with our company?” Our self-awareness may allow us to embrace challenges with more composure and compassion and to engage with more authenticity with our team and colleagues. With a greater sense of inner calmness and serenity, our behaviors are likely to be more harmonious, balanced and creative. It is all about leveraging our true talents and passions to reach a state of contentment that allows us to cherish and celebrate our accomplishments based on our own standards, and not based on those defined by the external world. Consequently, I find it is more likely to lead to more meaning, fulfillment and magic in our lives. The constant quest for the next challenge can also push employees to always be on the lookout for new opportunities outside their organizations, especially when they feel the company they work for provides limited professional growth potential for them.Īspiration is usually based on our deeper desires fueled by our inner standards, values and purpose. Furthermore, I’ve seen unhealthy ambitions that lead to ignored health, relationships and quality of life. This can emerge as soon as they fear that their status, performance and intellect are being questioned. I hope you'll join me in exploring each of these questions, and many more.I find that leaders and employees who are fueled by this outer drive of ambition are likely to be more controlling, critical or show perfectionistic tendencies as soon as their self-image is compromised. ![]() How can we increase the likelihood that our ambition will result in actual positive outcomes? Is ambition fundamentally human and universal, or is true ambition only granted to only a "select few?" ![]() Why does ambition get such a bad rap? Is it justified? parental influence)? Does that handicap their potential? Is that "fixable?"Īre there qualities and causes of ambition that we haven't explored, and if so, what are they? What if someone is ostensibly "low" in one of the aforementioned antecedents of ambition (e.g. What happens if a highly ambitious person fails to realize their ambitions? Keeping in mind our definition of ambition, is that even possible? its tendency to spill into many different areas of life? Is it "healthy?" Is it "good" or "bad?" What are the implications of ambition's generalizing quality, i.e. Can ambition be cultivated, or are we allocated a fixed amount?
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