Leadership is about consistency, not intensity

As the year comes to a close, we are slowly creeping up on one of the most anxiety filled periods of the year. No, not Christmas (although Christmas shopping does drive me up the wall). But I’m talking about New Years’ Resolutions.

As we finally have some time to look back at the year, assess, and start looking at the next year. We might start to think of all the ways we fell short, and we start to think about what “big-hairy-ambitious” goals we can set to help make up for our failed endeavors past.

This piece is about how maybe we shouldn’t have big-hairy-ambitious goals at all, and how small and consistent is the way to go if we want to achieve anything meaningful.

Our Infatuation With Intensity

When it comes to a lot of the goals we set out to achieve, whether it be weight loss, financial, career, we tend to plant drastic yardsticks.

Goals like:
- Lose 5kg
- Save $20,000
- Run a marathon
- Change job

These are what I call “intense” goals. These are milestones that we set in attempt to shock us into action. We want to set an occasion, task, or achievement which requires something so drastic that we believe it will set us up for the rest of the year.

If you, like me, have set intense goals in the past, you’ll know that burnout (or at least a slump) soon follows. Either in the build-up, or right after.

I get it. It feels great when we achieve something intense. Adrenaline gets pumping, it snaps us out of our regular routine, we fall in love with the person we need to become and attempt to leave the “old me” behind. However, inevitably, eventually things revert to the mean.

So when it comes with achieving things over time, I like to think of consistency. Slowly raise the bar of “normal”, trying to raise my average level of performance.

When It Comes to People, Consistency is Key

In the context of the workplace or leadership, I come across way too many ‘intense’ leaders, choosing either passivity or drastic interventions - with no inbetween.

I’ve seen leaders who let poor behaviours slide for months and years, only to one day decide they have had enough, and slap them with a PIP, or a meeting with HR present, or to be asked to leave.

I’ve seen leaders who refuse to invest time to building culture and good systems as they go, only to one day decide nothing is working and that a structural redesign, personnel overhaul, or pivot in strategy is the way to go.

If there’s anything I’ve learned about people, whether it’s setting New Years’ Resolutions, or leading them, it’s that consistency is key.

If you would like to change something about your life, you’re likely better off seeing what small habits you can start by changing - and which one of those new habits you feel you can keep doing for a long time.

If you would like to lead, manage, and influence those around you, that likely is not to happen with occasional large gestures or interventions - but consistent work. Giving feedback consistently, checking-in consistently, supporting, teaching. That’s where the work is done.

Consistent vs Intense Interventions

• Instead of big chunks of intense feedback during annual appraisals, how about consistent small chunks of feedback throughout the year so that people can actually make the change.

• Instead of hosting a big townhall once a year, or incidentally, why not consistently listen to the complaints and ideas of people throughout the year. Perhaps you get on top of some of these issues before they grow into huge ones.

• Instead of only telling your people how much you appreciate them during promotions, bonus period, or pay-raises - how about telling people how much you value them more often (and without needing a special reason to)

• Instead of telling your friends how much they mean to you once a year on their birthdays, why not every time you see them.

• Instead of big romantic gestures for your partner during your anniversary, how about little ones all year round.

All my favourite managers (and people) over the course of my life have been consistent. Sure, a lot of them have both: consistent effort with big gestures in between. But those who choose intensity without consistency are rarely the ones who are the brightest lights in my life.

So in the coming new year, go for consistency, not intensity.

Have been a little funky with my cadence as holidays roll on in. So this will be my last post of the year - looking forward to seeing you guys in 2025!

Whenever you’re ready, here’s how I can help:

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→ If you’re struggling with getting the best out of your people. We help teach your managers a simple and easy to execute system for using feedback to effortlessly change behaviours, improve teamwork and drive performance. To find out more click here

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