Risk-free has gone too far!

I upgraded to a shiny new Cuisinart.

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Sure, it looks great,?but there’s something that I didn’t ask for: an overload of safety features.??

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Whether I’m blending, chopping, or shredding,?there are a never-ending set of “features” designed to protect me from, well, myself.?It sounds great in theory, but in practice? It slows me down, makes me second-guess what used to be simple tasks, and, honestly, it’s stolen my control.

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This got me thinking about how we operate at work. Much like my Cuisinart,?an overly-cautious mindset has seeped into the workplace.?In Cuisinart terms, progress “grinds” to a halt when decision-making becomes a group project, with layers of “safety” added to prevent any potential misstep. Or, rather, any step at all.

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The unintended consequence is that these “safeguards” are costing us speed, innovation, and — perhaps most importantly — trust in ourselves.? And, in my experience, the joy of being fully responsible.?

It’s time to take a bolder approach.?

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I’m not saying to throw caution to the wind. But, here are three ways to reclaim control over that caution:

1. Embrace the choice to decide.?Not every decision needs to be group-approved. Sometimes, you don’t need consensus, you need conviction! Own your decisions.
2. Stop being a fraidy cat.?You were hired or promoted because of your smarts, strategic thinking, and decision-making skills. Trust that. It’s time to stop second-guessing every move. Let go of the fear of getting it wrong.
3. Streamline your safeguards.?Just like my Cusinart has too many layers of protection, our workflows often get tangled in unnecessary safeguards. Take a critical look at the checks and balances and ask “Do we really need all this?” The key here is subtraction (shocking, I know!). Clear the path for real progress.

Cut the bubble wrap!?Put on your big girl dress (because if I hear someone say “put on your big boy pants” one more time. Make sure others do the same.?

Try This Subtraction

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Here’s one for the times. It applies to both parents and managers. Yup, it’s a twofer.

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You’ve heard about Helicopter Parents and Snowplow Parents??

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Introducing….Lighthouse Parents. The idea is simple: by doing less, parents foster better outcomes.?The same lesson applies to life and work: give kids and colleagues space to solve their own challenges. This approach encourages autonomy, growth, resilience, and confidence — characteristics we want to instill in our children and our teams.?

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How??Set clear expectations, be willing to listen, and allow for some flexibility. It’s the “consultant” versus “boss” model we’ve all heard about.

Check out?this great article?from?The Atlantic?for the full read.

The Difference Lab in Barcelona?

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A little client love!?Running The Difference Lab for Teams is always rewarding, but being invited to Barcelona to lead a full-day offsite was truly?la guinda del pastel?(“the icing on the cake!” in Spanish). What made this group so special was their openness to new ideas and their commitment to laying it all out on the table to find subtraction opportunities.?Every person took ownership, and it was amazing to see the collective energy and focus they brought to the process.?Truly inspiring!

PS: For my friends from Barcelona: You were right—Hamburg does have more canals than Amsterdam. ?????? Looks like I owe you one!