The Uplifting Power of “Losing”
“Marriage is for losers.” Yes, I was a bit thrown off by this heading as well, but when I read this inspiring article, Dr. Kelly Flanagan helped me to understand the immense benefits that losing can have. For the same reason, I will dare to say that good leadership is for losers also!!!! Now, before you start unleashing your fury on me, let me explain!! What I am referring to here has more to do with a process and less to do with an end result. Furthermore, losing as an end result is not attractive to anyone. Think for a minute of the following questions:
Why do some of us feel the need to always be right? Why don’t we try to see another person’s point of view? Why do some of us feel that we don’t need to change? Why are we sometimes so afraid to show weakness?
Is the answer ego? Or pride? The reason these behaviors continue is because people sometimes feel like they are losing something within themselves if they give in. The most disturbing scenarios are when leaders exhibit these behaviours. Nevertheless, losing in this case is not something to be avoided but rather, something to welcome as part of a process to get the desired end result. Here are 3 things we must do during our interactions with others to improve our success rates:
To compromise means to settle a dispute by mutual concession. Any concession means that you have to give up something. “Ok, I will see your movie this week, we can see mine next week.”
In any relationship, personal or professional, losing is letting go of the need to fix everything for the other person and to listen, openly, even if you don’t feel what you are hearing is in line with your thoughts. I am not telling you to agree with everything that you hear, but in order to compromise, you first have to listen. You will be better equipped to negotiate positions and interests from here.
2. SHOW VULNERABILITY
For anyone who has ever read the book or been exposed to the idea, “The 5 Dysfunctions of a Team” by Patrick Lencioni, they would know that the very first dysfunction is the Absence of Trust. The root causes of the absence of trust lies with team members being unable to show areas where they may not be as strong as another, and the ability to be open with one another. Teams can overcome this dysfunction by sharing experiences during their conversations. This develops strong insights into the unique characteristics of team members including the leader. Without trust, team members stay silent – especially at meetings – in an effort to avoid conflict, leading to a false sense of harmony and eventually to bad decisions. I am not saying that consensus is always needed but commitment is a must. People don’t need to agree with everything, but you have a better chance of getting people committed if they are allowed to give their opinion.
Please note that admitting a developmental challenge may give you the feeling that you will be at a disadvantage, but in effect, you will actually be gaining trust. Let’s look at a scenario where you are interviewing two candidates for a job. Suppose you ask the question:
“Tell me about a time when you had to work with someone you found to be difficult.”
The first candidate says: “Well, there was a time in my last job where this person refused to meet a deadline with a particular task. It was actually my fault because I realized when we eventually spoke about it that she needed to analyze things carefully before making decisions. So I realized that I needed to make more realistic deadlines since she was a very analytical person.”
The second candidate says: “I don’t really find anyone difficult, I get along with everyone.”
Who would you trust?
In a short video by Rabbi Dr. Abraham Twerski on “Responding To Stress“, he asked the question: “How does a lobster grow”? Well the answer to the question is that as it’s soft body grows inside of its shell, it becomes uncomfortable so it sheds its old shell and starts to grow a new one. This happens about 25 times in its first 5–7 years of life and this is the way it adapts to life. Dr. Twerski went on to metaphorically state that if a lobster went to a doctor, the shell would simply be repaired. There will then be no chance of growth. If we use adversity wisely, we too can grow.
During my early life at primary school (4-11 years old), we played games involving marbles (“3 Hole” and “Rings”) and games involving cards (“Texas”). It sometimes ended with the uncomfortable and devastating result of losing our marbles as well as our cards. Nevertheless, it taught us to adapt to both situations and people as we grew older. It’s a drastic difference to what children are exposed to today as video games can simply be restarted if you lose. Where is the adaptability? But all is not lost because the child who is involved in sports would understand what losing feels like, and therefore have a better chance of understanding how to adapt.
As adults, in addition to situations, we must also adapt to the different types of personalities and work styles. It is not necessary to change your personality but adjust your approach to suit the person with whom you are communicating. If this is not your habit, it will feel like you are temporarily leaving a part of yourself behind. However, it will reap massive benefits.
Can we simply be happy for others when they succeed? Can we forego our ego for a minute and surrender the need to have the last word? Can we simply sacrifice the constant need to win? Of course we can!!! If compromise, vulnerability and adaptability are unfamiliar to you, it will be a good idea to begin making them familiar as they would be keys to seeing astonishing improvements in all aspects of your work-life interactions. Maybe in the end, we will have a better day, a better night and finally, a better life!!
Founder of V-Formation Training and Development
Professional Speaker and Trainer
868-681-3492 | firstname.lastname@example.org