The two step approach to busting limiting assumptions
I can 100% guarantee that you have limiting assumptions about members of your team, such as:
- You can’t delegate to them because they’re over worked already.
- They’re an expert and don’t need any support.
- They don’t want to take on more responsibly.
- [insert your assumption here].
Limiting assumptions hold you hostage because until you know if they are true or not then you can’t act.
So here’s what you can do about them.
Step 1: Find the limiting assumption using this fill in the blank exercise:
I would really like to …,
But…
I would really like to delegate planning to Clarice,
But I don’t think it’s fair to give her stuff I don’t want to do.
I would really like to present to the executive board,
But I don’t think I’m allowed to.
Anything after the ‘but’ is your limiting assumption, the thing that is stopping you from moving forward.
Step 2: Ask yourself, “Is it true?”
And then, “How do I know?”
You might think it’s true that it’s not fair to give Clarice the planning to do but where has that idea come from? Maybe Clarice loves planning and is eager to take it on because you are quite frankly rubbish at it and it’s making her life a misery.
You might think it’s true that you’re not allowed to present to the executive board but have you actually been told that?
Sometimes it’s not clear if your assumption is true or not and in those moments there is only one thing you can do.
Ask.
Remember, if you don’t ask, you don’t get.
If your limiting assumption is true then now you know and you can look for alternative ways to meet your desired outcome.
If it isn’t, then there’s nothing stopping you taking action, except yourself.
You know where I am if you need words of encouragement and support.
