Creating and maintaining high performance in our workplaces is not easy. It takes a lot of effort … And that’s probably why so many individuals and organizations fail at it.
Not everyone is cut out for it. Not everyone wants to put in the work it takes to have it. So I’m not going to talk about it.
I’m going to talk about being mediocre.
Here are 5 sure-fire ways to ensure mediocre performance in your organization:
- Communicate poorly … If you want mediocrity, don’t communicate consistently, concisely or clearly. You should let long periods go by without providing updates on the status of things. You should not ask questions or seek clarity. In the rare moments where you communicate, make sure your thoughts are disorganized and your spelling/grammar are lacking.
- Skip deadlines … If you want mediocrity, don’t set or meet any deadlines. Let the work get done whenever it gets done without concern on the timing or needs of the business. Everyone is busy and surely they will understand why waiting is necessary. And there’s no need to update anyone or request additional time because … see #1
- Become an island … If you want mediocrity, insist on working alone. Don’t collaborate with others. Don’t help others. Don’t look out for others. Don’t cooperate with others to accomplish mutual goals. Only and always monopolize conversations with talk about yourself, your work, your accomplishments and your needs. Take up all the space and energy in the room when you walk in. Allow no space for others to shine or be celebrated.
- Stop learning … If you want mediocrity, don’t seek to improve your knowledge and skills. Avoid studying the breadth and depth of your knowledge. Do not attend conferences or seminars. Do not read blogs or books. Do not leverage new technology. Do not get more education and certification. And do not network or volunteer.
- Measure nothing … If you want mediocrity, do not identify or track the metrics necessary for success. Do not monitor trends. Do not analyze data and try to predict what’s going to happen or what should happen next. Do not use this information to set goals for growth or improvement. And definitely don’t evaluate or give feedback on how people are doing at their jobs or what they can do to help themselves or the organization get better … see #1 and #4
This list probably sounds ridiculous to you … It should. Because no one really wants to be a mediocre performing individual or organization.
Avoid mediocrity by doing the opposite of these things. Simple — but not easy. Definitely and always worth it.
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