At its core, immaturity is the inability to take full responsibility for one’s actions, as well as activities and results in the workplace. This shows up as a lack of accountability and a dependency on leaders to drive performance by motivating and following up.
Leaders often feel compelled to motivate and push through constant follow-ups, much like how we treat children—trying to make them do what we want. This ‘feel-good-to-do-good’ dynamic breeds and amplifies immaturity in both leaders and coworkers.
The result is a cycle of dependency that drains resources and makes true accountability impossible. The way forward? Shift from motivational crutches to a culture rooted in self-driven accountability.
More about the book
At its core, immaturity is the inability to take full responsibility for one’s actions, as well as activities and results in the workplace. This shows up as a lack of accountability and a dependency on leaders to drive performance by motivating and following up.
More about the book
Leaders often feel compelled to motivate and push through constant follow-ups, much like how we treat children—trying to make them do what we want. This ‘feel-good-to-do-good’ dynamic breeds and amplifies immaturity in both leaders and coworkers.
The result is a cycle of dependency that drains resources and makes true accountability impossible. The way forward? Shift from motivational crutches to a culture rooted in self-driven accountability.
Fear, doubt, and shame influence decisions more than any strategy. What if you could see these emotions as temporary and manageable?
Leadership isn’t about perfection. It’s about shedding old ideas and emotional dependencies to lead more effectively. Imagine leading without the emotional burden of every difficult conversation.
Leadership myths, like “good leaders motivate their teams,” are outdated. Motivation is a spark; discipline is the real fire. What myths are you ready to detox from?