Let's stop kicking the can down the road

It is no secret that in many organizations, leaders take great risks when making decisions, when we analyze why we find that each decision impacts the Comfort Zone of a large number of Collaborators and this may include our own Chief.

So, facing this scenario fills us with fear and automatically we adopt a behavior deeply rooted in our culture, this is "kick the can down the road", For those who don't know about this phenomenon, Kicking the can down the road is avoiding the conflict because the consequences can be disastrous. We kick the can down the road because this gives us the comfort of moving away from the conflict and, consequently, from the risk zone.

It is contradictory how the Companies insist that we join the change, but when we decide to act, a contrary reaction appears with the same force called conflict. The conflict arises because to achieve this we need to move the organization, and this directly attacks the Comfort Zone of many team members.

We may be eager for change, but, on the other hand, there will always be a group of Collaborators who protect their Comfort Zone since they refuse to pay the cost of leaving it.

People affected by the change will take the conflict where it is needed, they want to continue with the practices that have accompanied them for years and have brought them benefits and an almost zero stress level.

This will be done in a very simple way, they will approach, pressure, and manipulate until senior management feels uncomfortable, and then the Executives will come to you demanding that you stop doing what you intend to do.

I will use the next graph to explain why the Leaders give up on their intention to Make Decisions.

• In the axis of the "Xs" we have the Conflict line.
• In the axis of the "Ys" we have the line Exhaustion line.
• We can see how from the intersection of "X" and "Y" a curve that ascends to the right is born, which we call "Decision Making"
• When the Leader initiates the “Making Decision Process” the curve begins to move to the right, then “Conflict” in “X” and Exhaustion in “Y” begin to grow and become a burden for the Leader.
• When starting the “Making Decision Process” the “Popularity” curve falls from the top left to the bottom right of the graph.
• In short, when the Leader "Makes Decisions" then he is immersed in a process of "Conflict", where his "Popularity" falls, and "Exhaustion" invades him.
• This process is sometimes so aggressive that the Leader begins to doubt, fears, stress, uncertainty, and rejection arise. This can be seen at the intersection of the curve "Decision Making" with the falling curve of the "Popularity" red part of the graph.

But what benefits do we have when we face "decision making"?

The only benefit that we see at the top of the graph, there we can see how the "Comfort Zone" begins to decrease, the person can do different things and consequently get different things.

By explaining this graph, we understand why leaders avoid "decision-making" and prefer to "kick the can down the road." Who would dare to make decisions in the face of such scenarios of conflict, exhaustion, and declining popularity?

Below, I list 6 recommendations to encourage leaders to "make decisions" and abandon the idea of "kicking the can down the road."

1. As a boss, show genuine intentions for change where you are willing to deal with and support the impacts caused by the Leader.
2. Show a good disposition and effectively manage all the pressure you will receive due to the changes caused by your leaders.
3. Understand, accept, and support the decisions that the Leader will have to make.
4. When the Leader is wrong, be careful of the consequences, and do not instill fear and the desire to "kick the can down the road".
5. Establish a system of consequences for those who refuse to "make decisions"
6. Recognize and reward leaders for decision-making.

I hope that these recommendations serve to end the phenomenon of "kicking the can down the road" once and for all and consequently promote the spirit of "decision-making" as one of the most effective ways to achieve change.

Any questions or comments, I will be in the best disposition to receive them and give you an answer. Remember that I am at your service.

Pablo Gerardo Zayas Blanco

https://linkd.in/1AkVwDh

[email protected]

Cel 656 2375686