Whether we want to accept it or not – every choice we make, every option we’re presented with, and opportunity that calls our name comes with accompanying trade-offs. Sometimes the trade-offs are significant and sometimes they’re simply an inconvenience. But we can’t allow ourselves to make the mistake that I, the eternal optimist, too often make – believe that there are choices with no trade-offs.
Even the best options have trade-off’s. For example, a good friend asks me to spend an afternoon fishing with him. Great option, there are not many other things in the world I’d rather do on an afternoon. But choosing to go fishing comes with a myriad of potential trade-off’s. Fishing might set me back a half of day at my job requiring me to work on the weekend, or keep me from getting a project completed at home, or miss an outing with my wife. So, as you can see, even the best choices have trade-off’s.
And since every choice has trade-off’s the question is – how do we eliminate or minimize them? How do we get closer to the optimist’s happy place – choices with no trade-off’s? There are 3 steps I’ve learned that help me minimize these pesky trade-off’s:
- Name each major trade-off, including those involved, by writing them down.
- Create a plan to deal with each trade-off. When possible, try to turn a trade-off into an advantage (the optimist’s approach to trade-off’s). For example – if I go fishing it’ll lead me to work at the office on Saturday. But Saturday’s when the office is quiet, so I’ll be able to better concentrate on that project I’ve been struggling with.
- Communicate the trade-off’s as soon as possible with those impacted by them. Better to be upfront with my wife about the trade-off and work out a different option for our outing, then to catch her at the last-minute and simply cancel out.
Taking these three steps has helped me live with my optimistic side while making choices that are more realistic.
To avoid becoming a victim when working in an unhealthy organization a person needs to decide whether to stay and try to rise above the unhealthiness or go and get away from it. If a person stays, they’ll need to be in a place where they can protect themselves, assuring they don’t become a victim. Typically this isn’t a good long-term strategy because organizational health is contagious and at some point a person will catch the same disease affecting the organization. So the best option is to move on.
But when the cause of an unraveling career and life is the person’s own unhealthiness then they’re at risk of losing their job. You see, unhealthy people typically do not take responsibility for the consequences of their decisions and actions. They begin to blame others, including their employer, for their messy life. When this happens a person becomes a victim, and since people don’t like to work with victims, they slowly lose their influence in the organization and ultimately lose their jobs.
And the reason people don’t like to work with victims is because they’re either a downer to be around or they begin to act like a martyr. Martyrs find self-worth by believing their sacrificing more for the organization than anyone else. They believe their sacrifice gives them a special dispensation to do and say what they want to people they perceived to be less committed (which is pretty much everyone else). Sometimes victims and martyrs will rally together against all the perceived injustices done to them which only alienate them further from the rest of the organization.
So don’t let yourself become a victim, take responsibility for your life and career, and you’ll never leave an organization because of someone else’s decision.43.928283-85.286682