A friend once complained that since he didn’t have time to do his “full” workout he wasn’t going to bother going to the gym.
He knew that a quick walk around the block would make him feel better – would be a good use of the time he did have – but his benchmark for “workout” wouldn’t allow it.
Or have you ever been in conversation with a colleague and said, “Well, I don’t have time to go into that right now” and then gone into it anyway and found that “that” only took a few minutes?
It wasn’t the expression itself that needed much time but the buildup – perhaps the anxiety – you felt about it that made it feel that way.
Or is it even possible that you knew that once you expressed it you would have let the air out of that particular balloon, the stretched surface of which had provided a particular kind of self-righteousness. Once expressed – once normalized – that feeling no longer quite fit the situation and had to be let go.
I’m convinced that leaders regularly avoid career conversations, development conversations and even routine feedback conversations with their employees because they have a story in their head that a “big” conversation requires a big expense of time and energy when all they’ve got is the equivalent of a walk around the block.
The big investments – relationships, fitness, education – require some effort every day. Drip by drip that effort accumulates into something stable, sustainable and reliable.
Heavy rains tend to do more harm than good.
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.