Do you drive or push yourself (and other people) too much?
Take this quick assessment and see!
Check each box that applies to you.
□ I frequently hear people tell me that I am “very direct” and blunt.
□ I prefer to lead versus being a follower.
□ I am motivated when I take on new challenges and I don’t mind taking risks.
□ I crave the ability to be in charge and drive a project versus being on the sidelines watching.
□ I have an eye on hitting a target. Meaning, I want to get results.
□ I truly detest it when people ramble, repeat themselves and waste my time.
□ I’ve heard that I have a “bottom-line” approach and typically focus on growth.
□ I can offer up progressive ideas but I like someone else to manage the details.
□ I tend to spend more time directing and speaking and less time listening.
□ I’ve been told I’m all about “business” and goals.
Here’s one way to consider your results:
If you checked 1 to 3 of these boxes, you have some drive.
If you checked 4 to 7 boxes, you may fluctuate between driving too hard/being too pushy and not.
If you checked 8 to 10 of these boxes, you’re probably driving too much. In fact, it is likely that you are running rubber off the tires of those with which you work and live. Also, you’re probably running yourself into the ground as well, even if you don’t know it . . . yet.
Why should I care?
Here’s something to take into consideration… When we are driving too hard, we actually diminish our leadership. That’s right, the more we drive the less astute we are as leaders. Here are three excerpts from experts which validate this statement:
Marty Parker, expert on human capital and author of Successful leaders drive success because of their people via Business.FinancialPost.com
“In chemical terms, the release of serotonin is highest when people are in a positive state. It is lowest when people are in a negative state. Serotonin opens up the cerebral cortex, which allows you to learn at a higher level . . . It’s leaders who can draw this out of people who are great. And typically the fantastic leaders are not necessarily the ones with the highest drives themselves. Often people with the highest drives do not have the highest empathy.”
Dr. Travis Bradberry, president of TalentSmart and author of 9 Bad Manager Mistakes That Make Good People Quit via HuffingtonPost.com
“Nothing burns good employees out quite like overworking them . . . Overworking employees is also counterproductive. New research from Stanford shows that productivity per hour declines sharply when the workweek exceed 50 hours”
Ben Wigert and Sangeeta Agrawal, authors of Main causes of employee burnout via Gallup.com
“The main factors that cause employee burnout have less to do with expectations for hard work and high performance—and more to do with how someone is managed.”
Being driven can be a liability. While many people love and adore their driver characteristics, those who live with these characteristics often accumulate less respect and adoration for said traits.
You and I can prevent, even reverse the negative outcome of driving too hard and too much. This will require that we address our reasons for taking things beyond appropriate limits. When we take time to do so, we improve our lives. We also improve the workplace environment and offer those we work with a chance to feel and perform at their best as well.
“It’s smart and productive to drive less and empower more.” —Lyn T. Christian
SoulSalt clients who learn to better manage their drive glean oodles of benefits. Here’s a sample of what they are able to improve:
- Customer Service
- Quality Control
This blog is based on the fine work compiled and developed over the years around the DiSC Profile Assessment. Interested in what your DiSC Profile is? Get your own free assessment under our resources button here.