So Unique… So?

Every program and workshop I deliver is customized to the client.

I don’t believe in pushing them into a set of my hoops to jump through. The cause, dynamics, situation, and culture of each organization at a particular time benefit from different examples, emphases, and approach; and it makes my work a lot more fun.

So I truly believe every organization is unique.

But I also cringe sometimes when leaders tell me how unique their team, challenges, and situation is.

The thing is, claiming uniqueness can be a way to avoid accountability. If no one else is in my situation then no one else has ever solved my problems; and I can’t be expected to do what others have done successfully. It’s a way to excuse ourselves for not dealing with things because they are just too complicated, intractable, and impossible; even if other leaders have overcome challenges that seem very similar.

I can’t prove this statistically, but I’d estimate that something more than 90% of the issues we are struggling with are fairly common, and if we would adopt the common strategies we’d be 90% of the way to solutions that would absolutely work in our situation.

That last 10% is usually about communication and application. The vocabulary, tone, and context that is actually unique (or maybe just quite rare) about your people, place, and programs does require local knowledge. And that is crucially important.

This may be why incoming leaders so often see immediately some things that need to be done; and why they often run into resistance. The diagnosis is recognition of common challenges, but the prescription requires insight that usually takes some time to acquire.

I spend a lot of energy seeking to grasp the culture of each of my clients so I can bridge that gap to help them see how the principles of Healthy Leaders and Healthy Organizations that I use with other charities can be applied in their own context in ways that feel authentically theirs.

So, here’s to the uniqueness of your organization! It really is a special opportunity to do what you’re doing, with and for the people and causes you serve.

But, have a moment of caution when you find yourself thinking, or explaining, that the resources and strategies that work well for others can’t possibly work for you. There’s a pretty good chance that you’re focussing on that last 10%, and it’s keeping you from taking action that could make a big difference.

Healthy (and humble) leaders are masters of adopting and adapting solutions that others have already found to their own contexts. And that’s a skill that may be rare, but is thankfully not unique.

Contact me if I can be helpful to you and/or your organization.

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