Creating a sense of Urgency

I often run into individuals who have incredible dreams and passion but no sense of urgency. They love to talk about things, but the actual doing of said things is a foreign concept. They have no urgency and as a result often end up being complacent.

Here’s the thing – having a sense of urgency is not normal – it must be created and recreated. The problem comes when we create a sense of false urgency out of anxiety or frustration that manifests itself in a flurry of unproductive behavior.

When urgency is understood both intellectually and emotionally, it always results in productive, daily behaviors that move us closer to our target.

There’s a couple of things we can do to move towards creating a mindset of urgency

  1. We can look outside of what we are currently doing.
    If we want to change something, then we have to move from an internal perspective to an external perspective.
  2. We have to act like we have a sense of urgency every day.
    This means we are ruthless in removing obstacles and challenges that keep us from our mission. This means we speak passionately about what we are working towards. This means we walk the talk at all times.
  3. We have to find opportunities in the midst of the chaos and crisis.
    When we have a sense of urgency, we can’t focus on damage control. We recognize there are going to be some casualties along the way, but the greater purpose is what drives us. Sometimes damage control makes us cautious and complacent and as individuals driven by a sense of urgency, we cannot afford to be cautious or complacent because there’s too much at stake.
  4. We have to eliminate the idea that things are fine.
    If you look at a situation and think to yourself, “It’s fine as it is”, chances are you are not looking at that situation with a sense of urgency. That means you’re not seeing all the problems or challenges associated with that situation. What follows is the inability to know when to act.

Bottom line is that we have to act with a sense of urgency if we want to achieve what God has placed in our hearts. Acting urgently is the what allows us to move through complacency.

Credentials or Character?

The Raiders/Antonio Brown drama is a perfect example of an organization hiring someone who had the credentials to perform, but not the character.

I see this as a significant reminder for anyone who is hiring for a position – you have to know that whoever you are hiring can be trusted – and trust only comes from character, not competency.

If you don’t hire for character, then the individual’s competency doesn’t matter. They might be a perfect fit from their resume, but if you can’t trust their character, you should walk away. You can always train and develop an individual’s competency, but rewiring their character is an almost impossible task.

You have to hire with this criteria and in this order:
Character – Can you trust the individual?
Competency – Do they have the skills or do they have a history of being able to learn the skills necessary for the position?
Culture – Do they fit in the organizational culture?

IF they have the Character, and IF they have the competency potential, and IF they can connect with the culture – that’s who you hire for the position.