What 'strategic KPIs' do you use for leadership and organisation development interventions that are measurable and meaningful? How do you do it in practice? I'd love to hear from you!
I woke up this morning with a sense of excitement, threw back the curtains and…oh no. It was foggy and grey. The weather app had predicted sunshine and the heavy mist dampened my spirits as well as the ground. I was looking forward to a ride out on the bike under blue skies and bright sunlight. Now I would need to dress for the wet and return my cool cycling shades to the shelf.
Immediately, the voices started in my head. Not literal voices, but speaking powerfully to me all the same. ‘Take the day off.’ ‘You don’t want to go out in this weather.’ ‘The bike will get covered in salt and you’ll need to wash it when you get back.’ ‘My knees are aching anyway so best to give it a miss.’ ‘Wait until another day when the weather is better.’ ‘Go back to bed!’
It was as if everything inside me was subtly yet fiercely resisting what I really wanted to do. My creative mind was generating a whole host of rationalisations to convince me of a different course of action and, what is more, to persuade me it would be the right or best thing to do. Yet deep inside, somewhere, I wanted to go out on the bike and knew I would feel much better if I did.
There are parallels in my Christian experience where one part of me wants to live in relationship with God and yet another part struggles actively against it. (If you’re interested in this dimension, have a look at Romans 7 and 8 in the Bible). Projected across a lifetime, this struggle can be exhausting and calls me to something, someone, beyond myself to grow and know peace.
On the whole, it’s as if there are competing beliefs, values, motivations or dynamics within us that struggle for prominence, analogous to Freud’s struggle between the superego and the id. Willpower alone is insufficient to win the battle, although in some situations it works. Often, I’ve found I just need to ignore the voices of dissent: get the bike out or drive to the swimming pool.
Motivation theories suggest different factors that motivate us. Sometimes, it’s about moving towards something, e.g. ‘If I save hard enough, I will be able to buy that shiny new bike.’ Sometimes it’s moving away from something: ‘If I get this new job, I will be able to leave this terrible neighbourhood.’ Sometimes it’s about doing one thing to avoid having to do something else.
As leaders and mentors, we’re often engaged in helping people grow in awareness of subconscious motivations, or motivating them to move in a different direction or towards a more healthy and sustainable goal. It’s one reason why understanding motivations is important in leading change. The closer changes align with people’s motivations, the greater chance of success.
We get stuck when competing motivations leave us feeling paralysed, like the proverbial donkey that stands between equidistant piles of hay and dies of starvation because it can’t decide which pile to go for. We weigh up pros and cons and yet they still hang annoyingly in the balance. ‘Should I tell people in advance about possible changes or wait until the changes are finalised?’
I believe this is where skilful coaching can really help, e.g. by enabling a person to understand ‘what lies beneath’, identify wider systemic influences, paint a picture of a different desired future, release fresh possibilities for lifestyle and action. As for me, enough of writing this blog. It’s time to get the lycra shorts and t-shirt on and to head for the open road! :)
I'm a psychological coach, trainer and OD consultant. Curious to discover how can I help you? Get in touch!
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