Owners display passion and make positive differences

Last week we started talking about “what do leaders really want from their staff”, and came to the conclusion that they want their staff members to act like owners.

Now we want to take it to the next level and link the 5 P’s of Leadership with the 5 P’s of Ownership.

As a reminder, they are:

  • Passion
  • People
  • Plans
  • Persistence
  • Profit

Today the topic is PASSION.  This is the P that provides a sense of purpose and drives all direction.

Do you think loving what you do impacts your ability to act more like an owner?  Too often people are in jobs, and equate that with a paycheck, versus nurturing a career, where growth, opportunity and a sense of accomplishment is felt.

Have you ever been in a meeting where the leader lacks passion and you’re uncertain as to what their purpose is? We have! The dispassionate leader comes across as performing a routine task, perhaps seems a bit disinterested, and appears like they don’t really want to be there.

This impacts all participants.  When attendees are not engaged they “zone out” and look for other tasks to complete.  We’ve observed emails been done during meetings, and even when noticed by the leader, nothing was said.

Is this because they lacked passion? What if multiple leaders in an organization lacked passion? Is time being wasted? Are results weaker than expected?

Let’s face it; we’ve all lacked passion at one time or another. They key is to recognize when and why this is occurring.  Are we tired, frustrated, overwhelmed, more focused on personal issues, or perhaps unhappy in our current role?

If you’re experiencing low levels of passion, ask yourself “why”.  Next, assess how you plan to address it, and if you’re open to change.

If you want help resolving these questions, contact us.

On the larger scale, if our culture permits passion to be low, what are the ramifications?  We’ve seen it where an entire organization became transactional and uninspired, compared to being creative and transformational.

Are we as the leader of such teams willing to be open? Receive feedback? Change and lead others through change?

If you wish to discuss how to achieve greater results for yourself, your team, and your organization, click here.

We welcome your questions, comments, and suggestions!