Commitment / Compromiso


Tomorrow, it will be a year since I started this blog. Maybe because of this, I feel like talking about commitment and how it shapes our relationships.

Meeting you here every week is not easy. It requires time and effort. When things go smooth, and I have fewer things on my plate, I can plan, do some research and put together pieces of information and thoughts that might be of your interest. Other days, I work against the clock and that’s when my commitment with this space becomes important.

Commitment makes me concentrate on the goal versus my short-term personal circumstances when the going gets tough. It has an evident impact on how I manage my priorities and also, less evident, on how I approach this particular task.

Knowing that I will write, I look at everything I read as a source of inspiration to be ready for the white page when it comes. This, I learned it with time.

The reason behind

There’s no commitment without a reason. Mine is learning in first place and share the learned in second. The more I read and the more I write, the more I understand what people development is about and the better I can work with my clients and teach my students. Commitment is stronger when the results benefit a third party.

Generally speaking, people commit because they gain something important from their involvement. Don’t forget this when leading people. You need to give them a reason, offering something of value, not asking for help. Therefore, knowing what is most significant for them will help you out in shaping your offering; because the most difficult part is not the commitment itself but making it sustainable in time.

There are many reasons for people to stay committed. I already mentioned the purpose, and also the benefits for a third party or the team. Maybe it can be the sense of belonging, the feeling they are expanding their skills, or simply the challenge. Your part as a leader is finding their reason to stay and being clear about it.

Feeling valuable

Valuable work comes from people who know they’re valued and their value. And also, how they can improve.

I frequently ask for feedback with a couple of questions: what is in it for you and how it could be better. This fuels my learning process; thus, my commitment.

Don’t assume your people know they’re doing a good job. Tell them. Praise them. They will be more motivated and more committed if they know. Give feedback frequently, so they can continuously improve.

Pick up the right level of challenge

Some months ago, a former colleague asked me to join a group of people to start a podcast. It sounded good. And yet, bearing in mind the amount of work I have and my commitment with my blog, I asked her what kind of involvement she wanted from my side to assess if I could commit.

Everyone wants to feel successful, so if we ask for more they can achieve, they’ll quit. At the same time, we all need to feel encouraged to try new things we have never considered as part of our development. Listen to them and balance these to engage them more.

I’m happy. After a year, I’m still writing. I’m still learning. And you’re still reading. Couldn’t have asked for more.

Thank you.