Posts Tagged ‘excuses’

Kiss Your But GoodbyeEveryone has flaws, but many people fail to realize how their flaws are impeding their career progress. For people to reach their potential, they need to recognize and manage their “BUTs,” the shortcomings that hold them back. When colleagues, managers, and senior leaders talk about others, they almost always discuss their weaknesses in the same way. They may say something like, “She works hard, but she takes on too many projects and cannot prioritize.” Or, they may say, “He is extremely intelligent, but he fails to connect with others.” The biggest problem with BUTs is that the people in possession of them cannot see them. Everyone has at least one BUT, so everyone needs a strategy for recognizing and overcoming them. Kiss Your But Goodbye by Joe Azelby and Bob Azelby provides a humorous guide to doing so.

There are ways for people to overcome their shortcomings, or at least reduce their impact. This process includes understanding the following:

  1. Recognize that everyone has at least one “BUT” that needs to be addressed. These are the weaknesses that people talk about when assessing others. For example, people may say that John has great marketing skills but cannot close a sale. He needs to overcome that BUT in order to advance in his career.
  2. People need help to find their BUTs, and that help needs to come from honest, straightforward colleagues and managers who will not sugarcoat their assessments. BUTs result from aptitude, personality, and behavior, and those elements provide both a way to identify BUTs and a way to overcome them.
  3. Many people avoid dealing with their BUTs because they prefer to avoid pain and change. However, they are suffering now as a result of their BUTs, and the effort expended on the change will be returned when the benefits of a reduced BUT are realized.
  4. People reduce the size of their BUTs through increased self-awareness and sincere effort to change their behaviors. These efforts need to be clear to colleagues so they can help in the BUT-reduction process.
  5. One very effective way to reduce the impact of a BUT is to partner with someone who has a complementing strength. For example, people who are good strategic thinkers but lack detailed planning skills can partner with people who love to plan everything.
  6. During reviews, managers may avoid telling employees about their BUTs. For small BUTs, managers are more likely to say something because they believe the flaws can be reduced. For large BUTs, however, managers often avoid saying anything, and employees fail to progress. Therefore, it is vitally important for people who want to advance in their careers to proactively identify their own BUTs with the help of trusted advisers.
  7. Managers have BUTs too, which can make their employees miserable. They may micromanage or have blind spots. Employees can increase their own value by acting to counteract their managers’ BUTs.
  8. Instituting a workplace culture that encourages frank discussion of everyone’s BUTs can make the organization a better place to work. It can also make the company more productive and profitable.

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