Chances are you know the psychological concept of “inner conflicts”. These are conflicts within each of us that prevent us from achieving more than we actually do, which do not let us start even great initiatives, and which make us avoid actions that contradict our goals.
Inner conflicts are the reason why so many people do not do more exercises, even if they know it would be good for them. They also let us get stuck in our career because even if we know what it takes to gain more influence and progress on the career ladder, we hesitate to act accordingly.
Our inner conflicts hold us back.
I cannot go into too much detail here in this short memo, but inner conflicts stem from the deeply rooted belief system that we all carry with us from early childhood (and which can be changed, but only with willpower and effort – and most of the time only with a professional coach). These beliefs often conflict with our actual goals. Example: Many want to become a millionaire, but do not want to deal with “these rich people”.
Here comes the twist concerning your business or your leadership role: Each organization and each team also has these inner conflicts, as if different forces pull in different directions.
And much like the conflicts within us individuals, also these “corporate inner conflicts” occur on a subconscious level. Most leaders (like most individuals) are never aware of them, and wonder on the other hand why they have to try so hard to move the organization in the right direction.
The key question is this: How to overcome these “corporate inner conflicts” and move toward success much faster, like releasing the brakes in a car?
These three ideas will not only reduce inner conflicts, but will raise the performance of your team and your organization sustainably.
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