Wishers and Wanters

A whole bunch of years ago I was attending a Dale Carnegie Convention. I was surrounded by hundreds of amazing people from all around the world. A large majority of the people attending were excellent speakers and the best of the best presented to the entire audience.

I remember one particularly incredible presentation where the speaker was playing the harp WHILE giving a presentation on an entirely different subject. I mentioned to the person sitting next to me that I really wanted to learn to play a musical instrument.

I had never met this person before so I was a little surprised by their response. They said “No you don’t.” I reiterated that I really really wanted to learn to play a musical instrument. They again said that I didn’t.

They explained that while I apparently “wished” I could play a musical instrument I obviously didn’t really want to. He went on to say if I truly wanted to I likely would already be able to. I understood what he was getting at but I was still a little miffed at some guy telling me what I did and didn’t want.

It would be a long time before I truly understood the profound psychological and practical gap between a wish and a want. While they often start in the same place—a spark of desire—they travel in completely different directions.

One lives in the imagination; the other lives in the calendar.

A wish is essentially a fantasy without a price tag. When we wish for something, we are focusing entirely on the outcome without considering the process.

Direction: Inward. It’s a daydream that provides a temporary hit of dopamine.

The Cost: Zero. Wishing doesn’t require sacrifice, change, or risk of failure.

The Language: “I hope,” “If only,” or “Wouldn’t it be nice if…”

The Trap: Wishing can actually become a form of procrastination. We feel a sense of accomplishment just by thinking about the goal, which can trick our brains into feeling satisfied without ever taking the first step. 

“Wanting it enough to earn it” transforms a passive desire into a commitment. At this stage, you aren’t just in love with the trophy; you have accepted the sweat, the early mornings, and the inevitable setbacks.

Direction: Outward. It moves from the mind into physical action.

The Cost: High. It requires trading your most valuable resources: time, energy, and comfort.

The Language: “I will,” “I am,” and “What is the next step?”

The Filter: This is where most people drop off. As the saying goes, “Everyone wants the prize, but few want the process.”

The difference between the two usually boils down to a single moment of honesty. To move from wishing to earning, you have to ask yourself: “Am I willing to endure the ‘boring’ parts of this goal?”

If you wish to be a writer, you enjoy the idea of a finished book.

If you want to earn the title of writer, you enjoy (or at least tolerate) the act of sitting in a chair and typing when you’d rather be doing anything else.

“A goal without a plan is just a wish.” — Antoine de Saint-Exupéry

Wishing is a great starting point—it’s the “why.” But earning is the “how.” The world is full of people who wish for change; it is moved by the people who decide to pay the price for it.

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Be Better Soon

If you’re a leader then hopefully you know that one of your prime responsibilities is the development of the people you lead. Unfortunately not everyone in a leadership agrees with that thinking.

Twice in the last few weeks I’ve had conversations with two such “non leading” leaders. One told me that their sales team didn’t need any sales training and the other told me that their leadership team was “set” when it came to developing their leadership skills.

I wish I could say those conversations were unusual but they are not. Over the years I’ve had those types of conversations hundreds of times. Way too many people in positions of leadership do not accept any responsibility for the development of their people.

What makes that worse is the fact that I’ve had even more conversations with the people those “non leading” leaders are supposed to be developing. In those conversations the “un led” people say that it is not their responsibility to develop themselves. If their boss or company want them to grow then it’s the company’s responsibility to develop them. They won’t do it on their own time and they certainly won’t invest in themselves if it’s for the benefit of their employer.

So there is a whole bunch of people who have no one accepting responsibility for their development. That’s a shame because it’s never been easier to find information, online training or presentations that are very effective in helping people improve themselves.

There will likely always be people in leadership positions who either refuse to lead or think they are leading when they really aren’t. Maybe some of them really think that their team is “set” but I’ve never seen a salesperson or a leader who couldn’t get better.

If you’re one of the people waiting for somebody else to make you better then here’s some advice….stop making excuses. Start accepting responsibility for your own growth and the increased success that will come with it.

Do a bit of research to find a blog or podcast that focuses on an area where you could improve. Commit to invest a few minutes every day to learn something new. Always have a book nearby on a topic of interest to you and set aside time on a regular basis to actually read it.

Develop yourself for yourself. There is a reason it’s called self-improvement….you do it for yourself. There are far worse things in life than your employer benefiting from something you’ve done for yourself. Never allow the fact that your boss or company won’t invest in you stop you from investing in yourself.

Make 2020 the year YOU make the world a better place by making a better you. Start now and you will be better soon!