Looking for Problems

Someone told me recently that looking for problems is not a healthy outlook. I suggested to them that at least in business, not looking for problems was a fatal outlook.

I suppose it all depends on why you’re looking for problems. If you’re looking for problems so that you always have a fresh supply of things to complain about then obviously that is not helping anyone. Especially you. 

If you’re looking for problems so they can be changed from an obstacle to an opportunity well then that’s a completely different story. 

I think everyone looks for problems. I also think everyone looks for problems for both of those reasons. The question is, how much time do you spend looking for problems to complain about and how much time do you invest in looking for problems to solve? 

The answer to that question provides a huge clue about the level of your success. 

We all sometimes fall into the trap of complaining about problems. The most successful people don’t complain for long. 

The most successful people look for problems with the intent to solve them. They may solve a problem for others or they may want to solve a problem for themselves. They may also want to solve problems to make money cause making life easier for others can be very profitable. 

Here’s the difference between looking for problems to find problems and looking for problems to solve. One leads to a healthy outlook on life and one leads to permanent attendance at the world’s largest pity party. 

When successful people walk into a pity party they immediately start looking for a door to get themselves back out. Walking in may have felt good but they just can’t tolerate the atmosphere once they are inside. 

The exit door they are looking for is labeled “Positive Attitude.” It is labeled that way because it is impossible to wallow in problems when you have a positive attitude. 

Maintaining a positive attitude is step one in solving any problem. A positive attitude widens your vision. It allows you to not only see the problem but all the potential solutions orbiting around the problem. 

There has yet to be a problem discovered that doesn’t have a solution. There are only problems that have yet to have their solution discovered. 

I have also yet to see a problem that was solved by merely complaining about it. There are likely enough people reading this that one of you will one day solve what today is thought to be an unsolvable problem. Of that I have no doubt. 

One of you will cure an incurable disease. One of you will invent something that will make the world more livable, even if we don’t know we need it today. It’s not that hard because even if the problem you’ve solved only makes the world better for one person you have still made the world a better place. 

That all begins with making the choice to solve a problem rather than complain about it. 

Will YOU make that choice today?

Weak Leaders – Part One

One of the most common characteristics of weak leaders is complaining about a lack of resources. Weak leaders frequently complain about a lack of resources no matter how many resources they have. That tends to make me think it’s more of an excuse rather than an actual issue. 

But even if they truly have a shortage of resources I still see it as more of an excuse than anything else. 

Weak leaders complain about too small a budget. They complain about too few people to get the job done. They complain about lack of time. 

The thing is, those complaints typically don’t limit a weak leader’s ability to complete a job or assignment, they prevent them from even starting. Strong Authentic Leaders do not allow the fact that they can’t do everything they would like to do prevent them from doing everything they can do. 

Authentic leaders who face limited resources prioritize what must get done. They separate the “nice to do” from the “must do” activities and then they develop a plan to get the “must do” things done. No excuses, no delays, no worries, no problem and no complaints.

I was on a call recently where in a 10 minute period of time someone in a leadership position complained at least a dozen times about what they couldn’t do because of a lack of resources. I couldn’t take it anymore so I asked them to please tell us what, if anything, they could do. 

They seem rather stumped. 

If you’re a leader who faces limited resources you simply must stop focusing on what you can’t do. Turn your attention to the things you can do. You must realize that there is a huge difference between no resources and limited resources. If you have people on your team, if you have dollars remaining in your budget then use those along with the 1440 minutes you definitely do have each day to accomplish as much as you possibly can. 

I realize you may not have the budget, people or time to do all that’s expected but you absolutely do have everything you need to do all that you can.

So do that!

Leaders Don’t Complain

I’ll never really understand why some people continually complain about the people and circumstances they allow to be part of their lives. 

 

Some people would rather complain than actually do something about their situation. Doing something may require leaving their comfort zones and that’s well, that’s just too uncomfortable. Other people just want to fool themselves into thinking they have no power of decision, often because they have no idea what to do. 

 

Some people are just too lazy to take control over their lives. 

 

I wouldn’t care about any of that if they would just stop complaining about the things they allow to be part of their lives. If by chance there are things, people or circumstances in your life that you don’t like and you have no control over, well that’s a different story. 

 

If that’s the case then you need to change your attitude about it. Either learn to accept it or make a substantial enough change in your life to gain some control over the situation. Understand that complaining alone never solves anything. Change requires action and refusing to take action is acceptance of the situation. Don’t complain about what you accept. 

 

I know there are some circumstances that people can’t change, some situations there may not be a way out of, and those can cause bitterness which often results in complaining. In those cases complaining may be the only relief or outlet a person has. I get that.

 

What I’ll never understand however is someone in a leadership position, especially a senior leadership position, who has complete control, or nearly complete control over their circumstances and yet they complain about those circumstances while doing nothing to change them.

 

That is not leading. 

 

You’re in that position to lead. You’re in the position to build people, to build people who will help you build an organization. You’re not in a leadership position to condemn, criticize or complain. You’re especially not in that position to complain about a member of your team, someone that you likely hired. To complain about the people you’re responsible to build is sheer nonsense.

 

Here’s the deal. If you have someone who reports to you and they are not performing to your standards there are really only two possibilities. The first is that you hired the wrong person. You either were fooled in the interview (hey, it happens) or you missed something, or you “settled” for someone who didn’t meet the requirements. That’s on you, that’s your responsibility.

 

The second possibility is that you’re simply not providing them with the tools and training that they need to succeed. That’s on you too, that also is your responsibility. 

 

You might not like to admit it but that’s what leading is all about. Being responsible for the success of other people. With that in mind, why in the world would an Authentic Leader complain about a circumstance that they created? 

 

Authentic leaders don’t complain, they adjust their thinking, the adjust the plan, they modify their actions until such time as the circumstances change enough to remove the temptation to complain. 


You can complain or you can lead but you can’t do both. If you’re in a leadership position I’d highly recommend actually leading.