There are people who shy away from challenges and then there are people who are energized by attacking challenges and “defeating” them!
There are pros and cons to both approaches. However, I am not aware of any great accomplishment or breakthrough ever happening because someone was running away from a challenge!
All major technology, medical, literary, artistic, or other societal impacting breakthrough has happened because someone identified a challenge, took it on, and solved it!
I was reminded of this by my grandson Jett. He is going through a phase where scaring him does not result in him running away. Rather, he turns towards the “threat” and runs directly at it. He is challenging the threat!
This does not mean that he is always successful in “defeating” the threat. In fact, most of the time he fails . . . but this does not deter him or keep him from trying again!
And, as business leaders, this is what we all should be doing!
Things You Can Count On By Taking on Challenges
The original intent of a performance assessment was sincere, inspiring, and productive. Unfortunately, over the years, the performance assessment has singlehandedly become one of the most hated tools ever created! It is discouraging if not damaging for employees and is the bane of existence for most people managers.
As leaders, we must strive to implement tools and processes into our businesses that boost personal development, productivity, and profitability rather than the opposite!
I have seen many different versions of performance assessments over the years. Some were effective, some were not, and some were simply demoralizing! I have seen some years where:
Peer to peer recognition is one of the most powerful workplace motivators there is. When your workplace culture encourages employees to recognize their peers for; work well done, stellar customer interactions, mentoring, going above and beyond, etc., you are positioning your organization for success.
I have seen peer to peer recognition systems implemented in many different organizations in many different ways. It can be as simple as an email, a pat on the back, a handshake or an anonymously submitted form. It can be as formal as a monthly meeting with all employees where people are recognized for their exemplary service.