“The first one who sticks out his neck, loses his head”, we say in Flemish. The one who sees and addresses misconduct, will lose the battle or – even worse – will be charged or will lose credits. While – at the same time – addressing misconduct often stems from commitment of the individual, so can, may be seen as a good thing. Moreover it can serve the organization, help you to get ahead.
I love to address misconduct. Unethical behaviour. Flaws. Inefficiencies. Ineffectiveness. Etc.
All of them, but others seem to dislike me for that…
I find it so damn frustrating to be the one who demands to much and to be feared for that. I have been told to “de-need” or “de-must”. Stop wanting so much. Stop wanting to have everything correct and just.
From ‘need’ to ‘meet’: from the desire that everybody needs to obtain objectives and ethical and efficient conduct, to meet each other and to connect.
Uhu. I hear ya. “Let it go”. But I want a high level of quality, I want to perform at my highest level. I find that satisfying. I have very high demands; for myself and for others, in order to meet a greater good. I thought that this is a good thing. But others want me to let loose, let go, be less strict and compromise.
I want to get ahead. With my team, in my work, with my organization.
Overcommitment, you say? Probably. I will try to channel this in this blog in the hope that I find other equal overcommitted people. Maybe my need will disolve then naturally…
rHRM 