I’m an idea guy! I love to dream big, brainstorm, and ponder. Turning ideas into action is what excites me, but it hasn’t always been easy. Over the years, I’ve learned (and am still learning!) how to bridge the gap between ideas and action.
I bet I’m not alone. Sometimes, we want to jump into action more quickly, right? Have you ever found yourself thinking, "These ideas are great, but what’s next?" If that resonates, you’re not alone.
The Many Ways People Approach Ideas & Action
There are the "doers" who say, “Heck yeah! Let’s go!” and dive right in. But then there are those who pause to consider how people will be impacted first. That’s important too! People are what drive everything forward.
Then, there are those who think about the systems and processes that will change with new actions. Also crucial—without well-thought-out systems, teams, families, and communities can fall apart.
Or maybe you're someone who values collaboration and wants to gather everyone to talk it out before deciding. That’s equally vital—if you want to go far, go together.
Even if you prefer to stay in the creative idea space, you’re still making an essential contribution! Ideas and innovation keep companies sharp. But we also need those who act quickly to move things forward without overthinking.
The point is, there are many ways people approach ideas and actions, and all perspectives are needed to create meaningful, lasting impact.
This Team Was Trying, But They Were Dying
Take one of my past clients, for example. Their team was mostly action-oriented, with just one person who was more people-focused. They got things done quickly, but customers complained that the team was hard to work with. They’d receive a request and start working on it immediately, without fully engaging the customer. As a result, they often missed key information, leading to costly mistakes. This team was trying, but they were dying.
Because their team lacked diversity in perspective, they fell into an echo chamber—reinforcing each other's ideas without considering alternatives. The people-oriented team member tried to speak up but didn’t feel empowered to do so, and the team only realized the problem after losing key customers.
After an after-action review, the leader recognized the need for change. The team had achieved some success, but their current approach wouldn’t get them to the next level. So, we conducted a workshop to build self-awareness and understand different personalities on the team.
Leadership Development Plans
Instead of changing leaders, which would’ve been reactive, they developed leadership plans that aligned with business goals. They invited more voices into meetings, gave others decision-making power, and shifted from doing to supporting.
Over the next year, the results were profound. The team learned to balance action with stronger relationships and better processes. They still excelled at execution, but now with a more thoughtful, collaborative approach.
Your team might be facing something similar. Leaders often rely on past successes to move forward, but it may not be enough. I encourage you to get to know your team’s strengths, weaknesses, and blind spots. Often, an outside perspective can help with this.
So reach high, dream big, and create a culture of support and challenge where everyone can thrive!
You are a Force of Awesome!
Let’s go!!
I am an executive/leadership coach and consultant serving high-achieving, growth-focused business owners, leaders, and their teams producing over $1M in revenue that are working on getting to their next level of performance. You might sense that what got you here might not get you to the next achievement. Want to connect? Contact me here.
Comentários