Actions not Emotions Lead to Results

As you know, the 3 Pillars of Impact and how they are critical to building a culture of success, is the cornerstone of my blog. As part of the concept, I have written about the importance of moving to I WILL versus I WANT to establish the discipline needed to move forward. 
 
We can highlight the importance of moving from emotions to actions by digging a little deeper in those areas where these gaps are all too common:

• Your personal challenges
• The sports world
• The workplace

 
Facing Your Own Demons
When I catch a look at myself in the mirror or late at night, when everyone else has gone to bed, and I reach into the fridge and grab that late night snack, I get overwhelmed with emotions. I am moved to tears as my frustration turns to anger and then gives way to disappointment in my decisions and the results of those decisions. 
 
I say to myself that I will change tomorrow. I commit to Being Better Tomorrow instead of Being Better Today.
 
I feel better by letting my emotions come out, but that is short lived because emotions are not actions. Emotions are feelings, they are wants, but I still lack the WILL to change my actions.
 
Whether at work or in your personal life, your vision and outcome need to be clear. Action plans that can walk you down a path towards your goal is essential for you to recognize progress and value. Finally, we are not meant to travel life’s journeys alone. Find someone who can help you be accountable, supportive, and inspirational on your journey.
 
The Emotional World of Sports
I’ve spent a lifetime playing, coaching, and watching sports. What I have found myself doing more recently is observing leadership being displayed during competition. I watch and listen to coaches and players. How they react when there is success and more importantly when there is adversity.
 
Coaches will get angry when a player allows a defender to score or when they give up an offensive rebound. The coach visibly shows frustration and complains to the bench, screams at the player on the court, or throws his hands up, exasperated. As if somehow, the player decided to make a mistake on purpose.
 
Again, these are just emotions. Change comes from Action. The response in practice is to use drills to create habits. To teach and educate through the power of video by highlighting where there is a problem, reinforcing when you see something good, why it should matter, and the action necessary to correct the problem.
 
Everyone has emotions. Not everyone has the discipline to do something about the problem. That is what separates out the leaders.
 
Emotions in the Workplace
Managers and supervisors seem to live an episode of Groundhog Day where they are stuck to repeat their day until they get it right. Delegating actions to only have the employees not meet the deadline, not meet the objective, or not meet the standards. 
 
They get frustrated, just like a sports coach, when they see employees failing to execute and meet expectations. They complain about the new generation of employees. The frustration causes the managers to take over or micromanage claiming, “if you want something done right, you have to do it yourself.”
 
They feel stress and may become concerned about the security of their own job. They may lash out in a way counter to their personality or make the phone call to HR.
 
None of these actions are moving anyone closer to addressing the issue, because once again, they are focused on the emotions and not the actions that created the challenge. The training to build habits. The communication necessary to build clarity and define expectations. Reinforcing behaviors and actions that move the employee and the company forward.
 
Moving to Action
Take the time to go back and review the 3 Pillars of Impact. Find ways to begin to put them into action - with yourself, with your team, at work.

1. Courage to Challenge
2. Expect Excellence
3. Empower Others

 
These 3 Pillars are about taking action with those around you to make sure there is clarity and alignment. To not only establish a Shared Vision but to align on the steps to reach the goals of the vision.
 
You can’t wait for HR to roll out a new training program or for the formal review to assess and improve their performance. YOU, as the leader, need to take action to set the expectations and ensure that those on the bus are equipped to travel the journey with you.
 
Responding to your emotions can give you temporary comfort or maybe it's a distraction to where you have dropped the ball. Ultimately, it keeps you in the realm of WANT versus taking action and moving to the land of WILL. It is not the emotions but the actions that will move you to where you want to be Beyond Today.

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