IS BEING LIKED MORE IMPORTANT THAN ACHIEVING RESULTS?

I can tolerate "difficult" coworkers as long as they are achieving the desired results and not damaging the morale of other workers. Sometimes being someone who is challenging others and pushing for higher goals and standards can be seen as being difficult to work with by colleagues. "Being difficult" is not always a bad thing. I have found that the boss who wants to be everyone's friend is the most difficult person in the workplace. He/she will sometimes tolerate the worst behavior and underperformance in an employee in order to "keep the peace" or risk confrontation or retaliation. However, in tolerating the bad behavior "the boss" risks much more... He/she is at high risk of seriously injuring the morale and thus the performance of every other employee in the organization!

Sometimes the needed "disrupters" in the workplace are not easy to work with and for good reason. He/she knows their job and the work that must be accomplished to meet goals and get results. At the same time they are also dependent on others who work for the same employer who are underperformers and are a drag on the others working hard to fulfill the organization's Mission and Vision. Sometimes in order to improve overall morale, raise the standards and achieve goals in the workplace you need to risk being disliked by the incompetent leaders and underperformers. I didn't get into this business to be liked. I left the for-profit sector for the nonprofit to serve the causes near and dear to my heart... and to get results! I see our team of employees, donors and volunteers as champions for the cause being served. I don't want to see the champions become apathetic and disengaged. We make sacrifices to fulfill the organization's Mission, and sometimes that sacrifice needing to be made is to be disliked.

Look, I don't want good employees to be fired for not being liked by their people-pleasing and over-tolerant boss, and those coworkers who he/she tolerates. The "disrupter" can be one of the best employees in an organization, whether holding a management position or not. But, I also don't want the good employees to get ulcers from withholding unwelcomed comments and suggestions for improving the organizations they serve. It is also important to recognize the "writing on the wall" and to know when your "disrupting" will make a difference and when it will not.

We are in this business to overcome cruelty, poverty, illness, homelessness, pollution and a host of other important causes. The friends I seek are those who want to roll up their sleeves and open their wallets to be the overcomers. If that's not your gig, then like someone else, please.