Be confident in your ability to compete. You don’t have to win every time. You won’t win every time. But you can always compete…Try your hardest, have a good attitude whether you win or lose, and make sure you learn from your experiences.
If you don’t like losing, keep practicing. Keep competing. Be a student of the game. What worked well before and what didn’t work? How can you implement what worked and reduce what didn’t to get more consistent results? Become an expert in whatever it is you’re trying to do. With competence comes confidence.
If you cut corners in one area of your life, it is much easier to justify cutting corners in other areas as well. Don’t give yourself permission to cheat in anything, no matter how trivial, otherwise it may lead you down a slippery slope to cheat on big things later. Even if you do something that isn’t considered cheating, is it reflecting your best work? Is there a cleaner, better, or more effective way of doing something and you just don’t want to put in the effort to do it correctly?
Practice doing things the “right way.” (Note: there are several correct ways to do things, you have to try to be objective in determining what is the best way to do something.) Don’t give into the temptation of doing what is easy, or if cutting corners when nobody is looking. Because if you do that, eventually it will erode you’re standards in everything you do. Remember, how you do one thing is how you do everything. Choose your actions wisely.
You can lead a horse to water, but you can’t make him drink.
When you’re in charge of training someone, the only thing you can do is give them an opportunity to perform. You can show them what is required to thrive in their specific role – what they need to do, best practices, etc. – but you can’t make them do it. You can spend hours explaining the tactics of a position, but you can’t teach someone to have passion, to be curious, or to have a better work ethic. But if they don’t want to do it, or if they just don’t understand/aren’t picking it up quickly enough, you can’t force them to do what you would do. If it’s not working, eventually you will have to do something about it.
Be careful to not make an emotional decision about this. Be objective, but be kind. Are they just not doing something the way that you would do it, but they’re still getting the job done? Is their performance still acceptable? Are they making big enough strides where, even though they aren’t where you need them to be right now, they’re on their way to becoming what you need from them?
After you remove emotions and give their work an honest evaluation, talk with others who know the situation. Make sure you emphasize that they give you their true opinions about the work being completed by the person in question. It’s not about the individual. It should always be about the work and how it affects those around them. Many people are careful to criticize because they like the person they are evaluating or because they fear the other person will find out. But if they don’t let their true feelings be known, they are doing a disservice to the company and even to the individual. After all, maybe this isn’t what the individual wants. Maybe it’s not fulfilling for them and that is why they are not putting in the extra effort to learn and excel at their craft.
Ultimately, you must determine if you’ve done everything in your power (as the trainer/mentor) to help that person succeed. Do they only need to make a few adjustments or is it time to move on? Did you lead them to water? If so, it’s up to them to decide to drink…
