Fight impatience as a Teamwork in a workplace

Fight impatience as a Teamwork in a workplace

Everybody can lead so as leader feels the pressure of generating results, building the most effective teams and creating a high-performance workplace environment to secure sustainable outcomes

.   At the same time, employees are tired of the uncertainty and necessity to do more with less – often causing tempers to flare and growing workplace dissatisfaction.   This added pressure on employees to perform without knowing their succession plan or imminent future is not only testing their patience, but that of their leaders.

The workplace is intense these days as the pressure to perform builds.   While organizations are busy reinventing themselves, they still have a lot of work to do in providing their leaders the proper resources, training and tools to effectively manage the added pressures they face, to assure the right decisions are being made, and to retain their top talent.   Equally, leaders must become more mindful of each employee’s mindset and how the demands of today’s new workplace impact their attitude, desires and loyalty.

We have all heard that “patience is a virtue” – that if you are to be a good person, you must work hard to exercise patience.   Especially these days, when it’s fair to say that we are all growing more and more frustrated, whether it is at work, with government or with societal issues – in particular those that force us to change the ways we must defend ourselves (to assure we are not being taken advantage of) or those we love (to protect our kids from bullying, keep them out of harm’s way, etc.).   Our collective effort to exercise patience is being tested today more than ever before – and as leaders we must do more to make up for those that have already lost their patience along the way.

I once had an individual who i was mentoring, this individual lacked patience. He was a gentleman who never had enough time or didn’t want to hear about his falling parts..   He was so results-oriented that he didn’t show much empathy towards others.   He lacked the emotional intelligence that is required to be an effective leader that others could trust and believe in.  He had a bad tendency of yelling at his team when times were tough, instead of stepping back and listening to find ways to solve problems.   He didn’t have much tolerance for failure and expected everyone to deliver their A-Game at all times.  He was a decent person, with great intentions but his demeanor didn’t allow anyone to feel comfortable about reaching out to him during difficult times.  He wanted his team to be self-sufficient and to get out of his way. His one-way communication style was only tolerable if you were confident enough to resolve your own problems all of the time.   Unfortunately, he had no patience for those who didn’t meet his expectations, and this limited his ability to advance his own career as well as the careers of his employees.  As a result, many on the team left the organization and he eventually was forced into early retirement. Leaders that are unable to practice patience will also find their careers short-lived.   The marketplace demands it and employees will see patience as a sign that their leaders are more compassionate, open-minded, and willing and able to manage any circumstance. The only way to fight all is being the best at what you do and avoid impatience