Note: This article is from blogger and CEO Patty Johnson, who talks about the difference between obstacles and setbacks, and how we can overcome them.
Even industry giants like General Motors focus on production strategies; some have gone so far as to remove features like wireless phone charging- which requires semiconductor chips - from certain vehicles; when such setbacks occur - especially when they are outside the company's control - negative energy can rise; it's human nature to be disappointed when plans veer off course; but like most things in life, setbacks are only a matter of perspective; what seems to be a setback can be a starting point for someone else.
After all, you must feel the pain of loss or disappointment to grow and change; the more you can assess setbacks and identify the damage, the more you can choose to move forward and motivate your team. The key is to assess the situation, understand what parts you can control, and then work through the hurdle.
Distinguish between setbacks and obstacles
While all failed plans may at first seem like an obstacle, there's a noticeable difference between obstacles and setbacks -changing a client's mind about a strategy at the last minute would be a setback - not a reason to say, “I gave up” - as you can engage with the client and work to understand their goals and manage their expectations.
On the other hand, losing all your calculations and failing your entire business; will be an obstacle; in this case, it is too late to insist, and when this happens, you have the opportunity to learn from the failure and take responsibility for any next steps, the ability to distinguish between setbacks and obstacles, is critical to success; Just as the doctor has to conduct tests to diagnose the disease before prescribing medication, you must identify the problem before applying a solution to your company; but how can you do this? Here are four ways to overcome setbacks and avoid obstacles.
1. Allow the team to experience feelings, then allow them to progress
When you fail to implement plans, it is normal to feel frustrated and angry, but when employees are disappointed, they must feel that their voice is heard before they can overcome failure; this will carry real consequences. Employees, who feel that they are heard, are 4.6 times more likely able to deliver their best performance.
A few years ago, we had a leader who completely changed our course at the last minute before the critical executive meeting, and we worked for months to launch communications, but the strategy and the desired outcome changed and caused a significant shift at the last minute; I also told my team members that they had one night to be disappointed and frustrated, but we had to move forward the next day and focus our energy on developing a new plan.
2. Control what can be controlled
You can set a fantastic example; By focusing on what is to come and looking forward; as Stephen Covey writes, most people spend a lot of time and energy focusing on their circle of interests rather than their circle of influence; The more you and your team do to focus on the things you can control - and constantly ask, “What can we do?” - the more productive you are.
If an unknown employee from outside the organization becomes your new boss, instead of your colleague, the employee in the company you hoped would get the position, ask yourself, “What can I do?” Take time to learn more about your new leader's priorities and how you can help them succeed, and spend energy on what you can control.
When the coronavirus pandemic hit, Airbnb couldn't control the steep drop in travel, but it can help hosts financially by reaching out to guests and offering more vibrant experiences; it lets hosts offer travelers online events and resources before their trips, including cooking lessons, songwriting, virtual tours, and more.
3. Talk about your successes
Even if you fail, tell your team what worked before you go straight to the problem. It's easy to say, “I didn't have a good enough prototype,” or “I should have gotten leadership endorsement before moving on,” still, it's equally important to determine what worked well so you can build on those successes when you do your project again.
Sharing small successes helps motivate and keep teams motivated when it's necessary to create a new plan - about 47% of job-seeking employees cite poor company culture as a reason to quit, making support and recognition even more essential in the face of challenge.
4. Finding the Right Path
Once you've identified what worked well, find out why you're experiencing this setback, focus on the facts rather than the feelings, and ask: Why was the funding canceled? What made the main sponsor show limited support? Why have we yet to reach our first quarter sales targets?
These questions will help identify the root causes of your relapse; to be able to correct course in the next phase of your project, you will also be better equipped to train your team for success next time; CEOs have stated that innovation and new technologies are the best drivers of success in the next 12 months, teams must be able to adapt and reorganize quickly.
When you face obstacles as a leader - and you will - you must dig deeper into the research, identify challenges, and work with your team to control what you can. By guiding your team through some disappointments, you can become a more effective leader and prevent setbacks from converting into obstacles. So learn, gather your strengths, and find a way to progress.
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