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Over the past few weeks, I have been reminded what a powerful trait sincerity can be in the workplace. Webster’s defines sincerity as “the quality or state of being sincere, honesty of mind, freedom from hypocrisy.”
I like that term “honesty of mind.” It strikes me that when you encounter someone who is truly sincere, he exudes a genuineness that is undeniable. What a strength that can be for someone at work.
I’m in New Orleans for a two-day meeting of the Employers Counsel Network, a group of leading labor and employment attorneys from across the country who write the state Employment Law Letters and Federal Employment Law Insider. One of our members suggested that while in New Orleans we should volunteer with Habitat for Humanity. You see, she had spent a day a couple of years ago helping to build a house in an area ravaged by Hurricane Katrina. She found the experience so rewarding that she encouraged our group to do the same.
Those who’ve been around me much have probably heard me say, “Your greatest strength is also a weakness.”
It’s something I believe wholeheartedly. If a person has boundless energy, it may cause him to move too quickly and not pay attention to the details. If someone is an incredible strategic thinker, she may not have a great grasp of the tactical elements to implement the strategy. If you’re incredibly persuasive, you may use that talent to win people over to your point of view, even if it happens to be misguided.
There’s an unattributed quote, “Even moderation ought not be practiced to excess.” I think it carries a great message: Every strength, taken too far or used improperly, can become a weakness.
I don’t consider myself old, but I think I might be getting a little crotchety as I age. Recently, I’ve found myself frequently annoyed with people. The cause of my crankiness? An apparent lack of concern about being on time.
People today don’t seem to concern themselves with being on time for appointments, meetings, or any other commitment. And I hate to say it because it makes me sound like I’m getting old, but I think the problem is getting worse with the younger generation. They don’t seem to be as concerned with the clock as my generation was and certainly the one before mine was.
I was reminded recently that it isn’t the next great talent that you find but the one that’s already in your organization that you’re able to keep that really counts. Think about all the time you spend writing the perfect job ad to attract the best candidates. Then you must screen dozens, if not hundreds, of resumes to line up a handful of interviews. If you’re lucky, that first round of interviews will produce a few candidates worthy of a second or third look — and ultimately someone worthy of hiring. If not, you’ll have to start the process all over again.
Why is it then that we as managers think that the grass is always greener on the other side of the fence? Maybe it’s a bit like marriage. Now I know I might be treading on thin ice here, but I’ve been married for 22 years so give me a little room with this one. I can tell you that if you’re not careful, it’s easy to take your spouse for granted. You get to the point where it’s easy to forget all of your partner’s positive traits and dwell on the little things that get on your nerves. You get so comfortable with the other person that you lose track of what really made them special enough for you to choose them in the first place.
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