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Why Can Does NOT Equal Should
Just because we can do something doesn’t mean we should actually do it. Can does not equal should. These two words are very different, yet sometimes we don’t distinguish them from each other.
If you need an example, just watch one of the popular reality TV shows that involve singing competitions. The vocal skills of the contestants are simply amazing. But sometimes they focus more on showcasing their vocal skills than on delivering their best performance.
The notes themselves are unbelievably impressive. But sometimes they don’t have a purpose within the performance, other than to say ‘look at what I can do’. The notes detract from the performers’ most important goal…a fantastic overall performance. Just because they can hit those notes doesn’t mean they should.
The same thing happens in the workplace. We slip into a mode of doing what we can do and not what should be done. Sometimes it’s easier. Sometimes it’s more fun. Sometimes it’s scary to learn how to do something we haven’t done before. And sometimes, it’s because we don’t know how our role contributes to the organization’s overall mission.
Whatever the reason, choosing what we can do over what we should do is a recipe for mediocrity at best. While each of us should take individual accountability for how we spend our time, leaders have a unique responsibility in this area.
Leaders have a responsibility to ensure that:
- The direction of the organization is well-defined and clearly understood.
- The organization is aligned around the work that should be done.
- The skills needed to do the work well are present.
- The environment is one where the right people want to be.
That’s all that needs to be done. Piece of cake, right?
Nobody said leadership was easy. But leading is definitely a should.
[…] an in-depth perspective on why “can” does not always equal “should”, see this […]