Own

'Own' is part of a series starting with listen.

I’m going to consider one potential part of my identity which I've chatted about over the last few months in my working life whilst developing digital products and services: Am I a pessimist? A glass half empty kind of person?

No. I simply believe there are, can and should be better ways to work together. I'll always claim and own that.

I’m often focused on the belief there is a better path for individuals, teams and organisations to develop and manage digital products and services. Inviting others to navigate to a different path with me. Calling out the current path can be viewed though as focusing on the negative and not celebrating the positive - being pessimistic. I'm not owning that.

Pessimists wouldn’t believe a new path exists.

I’m comfortable when the idea of a new path is not liked or welcomed by everyone or at the same point in time. I'll own my joy and positivity in creating conditions for people and teams to shift how they work and see how outcomes flourish. 

I’m comfortable when others find changing paths uncomfortable or seeing how they seek to prevaricate. That doesn't mean I’m wrong (I may be for other reasons of course!).

So what?

Ask yourself: What happens when someone shares ideas for a new path or talks about risks with the current? Who owns that? Is accountability shared with the right people? 

Think about whether you and organisation leaders deny or ignore problems or ideas for change - maybe labelling that someone or team negatively or pessimistically. Check that the person raising a problem isn't seen as the problem. Certainly don't always expect them to have a solution ready.

Consider how people around you are open (or not) to being accountable for issues as they surface. Not everyone has the knowledge, need or security to recognise that the foundation (or path) they've built around their work, practices and principles may not be the right one for today. That's going to be uncomfortable. Own that. Don't dismiss legacy knowledge and practices (well, maybe you will privately!) and seek to see how you could build on them.

Recognise that not everyone is in a place to consider their own path in relation to the present. 

Ask yourself: Which voices are listened to in your organisation?

Think about people and which opinions are amplified and who has access to decision makers and budgets. Then think about who isn't in the room. Recognise where you have people pleasers especially when they only want to please the hippos and not people who need your products and services.

If your organisation promotes people only with the same background or are aligned with current practices and principles - don’t expect it to change until that changes. Instead - go find the trojan mice?