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May 16, 2011
Meaning: We live in an unpredictable world. Not only have the economic challenges of the last few years driven that fact home, but natural disasters – like earthquakes, tornados and floods – make it all the more apparent. “Improbable” events are actually common. While no one can predict or control the future, we want leaders who can give us a spirit of optimism and hope about it. When I ask individuals what they want in their next leader, I hear statements about someone who can thrive amid uncertainty, move forward despite setbacks and keep a positive outlook no matter the challenges. No one wants to work with someone who preaches doom and gloom. More importantly, part of a leader’s role is to convey hope and optimism about the future and the collective ability of a team to deal with challenges. Your beliefs about possibilities are contagious – like a social media-driven viral marketing campaign. I like Colin Powell’s statement, “Perpetual optimism is a force multiplier.”
Idea for Action: First, explore your own attitudes and feelings about things that happen to you. When negative things happen, do you find ways to learn from them and move on, or do you try to find something or someone to blame? People who find ways to learn and then apply the lessons for the future have an abundance of “learned optimism.” When you envision an end-result for you and your team, can you imagine multiple ways to achieve it? People who imagine themselves coping positively with all kinds of outcomes can give others a sense of calm and hope about the future as well.
Next, seek ways to visibly show your inward hope and optimism outwardly to others. This is not about only showcasing the positive. Deliver clear, informed and well-grounded messages that paint a picture of how you foresee things. Candidly bring up challenges you anticipate and get your team thinking about how they will deal with them. Proactively solicit input from others on your vision and/or challenges – the better to engage them in your line of thinking. Your team members need to believe they can and will cope well with whatever the future brings them.
When a setback occurs, promote an attitude of learning. What happened, how does it affect our goal, how we can we work around this, and what else can we do to get back on track? Don’t let your team become a victim of circumstances; help them be champions of action. When you see individuals on your team who show particular resilience or optimism, highlight their efforts, so that others can see what a difference they make.
Start telling the stories that show why you are optimistic and hopeful about the future. Stories make your hope for the future come alive. Even entire companies trade in hope. For example, in its annual employee meetings and annual reports, Medtronic regularly shares its successes in medical technology through individual patient stories.
Ultimately, by embracing your role in promoting hope and optimism, you will give others confidence in their ability to cope with uncertainty. It’s contagious!
To further explore your own attitudes about hope and optimism, we suggest reading "Learned Optimism: How to Change Your Mind and Your Life," by Dr. Martin E.P. Seligman.
Best regards,
Sandra Davis, CEO