I always get chuckles when I show Einstein's definition of insanity: doing the same thing over and over again, and expecting different results. Most executives in the room get it immediately and can think of a boss/peer/team member who indeed keeps on doing the same thing and expects or hopes for a different outcome. The executives don't really think about themselves ... and understandably so because to identify yourself as insane does sound a bit extreme.
But then we go into a bit more detail. And we analyse that boss who keeps on doing the same thing that drives us crazy. And of course it is so clear that the boss should stop doing that and do something different. "I don't understand he/she just keeps doing that while it is clear for everybody it does not work !". Substitute boss with peer/team member as you wish. So we declare the boss/peer/team member completely insane based on Einstein's definition !
Once those others have been declared insane, the conversation goes
Me "OK, so the boss (peer/team member) is crazy for doing this or that. And what about you ?"
Them "Me ? What do you mean me ? The problem is not with me, the problem is that he/she (boss/peer/team member) doesn't change !"
Me "OK sure, he needs to change what he is doing ... But what are YOU doing differently when it comes to interacting/challenging/motivating/talking with him ?"
Them "Well, I have told him 100s of times that he needs to stop doing what he is doing, and change what he is doing !"
Me "And does it work ?"
Them "Well no, obviously he doesn't get it !"
Me "So you keeping on telling him the same thing over and over again ..."
Them "Yes, yes I do !!"
Me "... and you expect a different result ?"
Them "Euh ... but ..."
It's easy to pinpoint where others need to change. We can talk about them until the cows come home (most often when they are not around). Think rather what YOU can do relative to that person to help them: whatever you have been doing, or something different ? You might in the end help two people from becoming insane !
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