#5 – Speak Your Aspirations

This is #5 in the series, “50 Ideas Worth Fighting For”



Declaring what you want requires courage.

It takes a lot of vulnerability to name a goal, especially a big one. Once you do so, you’re on the hook to follow through, and that is the moment that separates fantasy from reality.

And no one can help you until you do.

And the thing it took me a very long time to learn is that people want to help. People will and do help once they know what you are hoping/trying to accomplish.  

Do you aspire to write a book? You can suffer in silence or you can spread the word. Telling people about it doesn’t free you from the responsibility to sit down and write, but it may unlock a community of support, a wealth of resources, a path through the maze of a difficult process.

And it’s the same for starting a company, turning pro, leading a team, running a marathon, inventing a product. The courage to name a goal like that is the courage to trust that once you do so, “mighty forces will come to your aid.” (Basil King)

But what if you let them down? What if you fail? What if change your mind? I can only offer what experience has taught me about that: you pick yourself up and move on.

You name your next aspiration, tell the world about it, and get to work.


grayscale photograph of a hook hitch

Photo by Jaime Fernández on Pexels.com

Would that make you a better leader?

If you knew the core values of your team members, would that make you a better leader?

If you understood the personality dynamics of your team members, would that make you a better leader?

If you knew the defining strengths of your team members, would that make you a better leader?

If you knew the limitations or challenges that keep your team members up at night, would that make you a better leader?

If you knew the personal and career aspirations of your team members, would that make you a better leader?

No, no, no, no and no.

Knowledge is useless. It’s activation that matters.

If you don’t care, and have no interest in knowing these things please don’t act like you do. You will never see it through and your team will feel manipulated as a result. You’re better off leaving it alone because most people, most of the time would prefer no effort rather than a false one.

If you do care, and you are interested in this kind of knowing; if you are interested because you understand that this knowledge is the key that will unlock connection, commitment and engagement, then go for it. Just be sure to go all in.

Offer assessments, organize workshops, facilitate dialogue. Be a workplace that values the process of discovering and discussing these elements and commits to doing so again and again and again. Be a workplace that strives to connect the dots between the dynamics of the team, the business, the community and the industry.

Be a workplace that says, “Before we are anything else, we are human beings, and as human beings we are complex, interesting and powerful…especially when we come together to create something larger than ourselves.”


DAVID BERRY is the author of “A More Daring Life: Finding Voice at the Crossroads of Change” and the founder of RULE13 Learning. He speaks and writes about the complexity of leading in a changing world. Connect with him on Twitter at @berrydavid.